Biennial report of the Department of Labor

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Biennial Report
OF
The Department of Labor
JULY 1, 1952 TO JUNE 30, 1954
ISSUED BY
The North Carolina Department of Labor
FRANK CRANE, Commissioner
RALEIGH
Edited By The Information Service
Fall, 1954
Presses of
CHRISTIAN PRINTING COMPANY
Durham, n. c.
C 33 (
TABLE OF CONTENTS
Page
Letter of Transmittal 7
In Memoriani Forrest H. Shuford 9
Biennial Report of the Commissioner of Labor 13
Report of Expenditures 19
Division of Standards and Inspections 21
Wage and Hour Investigations 24
Industrial Safety and Labor Regulations Inspections 26
Special Safety Services 28
E levator Inspections 35
Boiler Inspections . 37
Mine and Quarry Inspections 41
Construction Safety Inspections 43
Division of Conciliation 45
Arbitration Service 50
Division of Apprenticeship Training 57
Bureau of Labor for the Deaf 65
I nforma tion Service 71
Division of Statistics 73
Index of Statistical Tables 125
ORGANIZATION CHART OF THE DEPARTMENT OF LABOR
General Assembly of North Carolina
Department of Labor
Federal Wage &
Hour Advisory
Unit
Commissioner
1
Division of
Standards and
Inspections
Bureau of
General
Inspections
Bureau of
Boiler
Inspections
Bureau of
Elevator
Inspections
Bureau of
Mine & Quarry
Inspections
Deputy Commissioner
Office Administration
and
Budget Accounts
State Labor Laws,
Safety and Sanitation
Regulations
Child Labor Certification,
in cooperation with Supts.
of Public Welfare
Fair Labor Standards Act,
Public Contracts Act; in
cooperation with Wageand
Hour and Public Contracts
Divisions, U. S. Depart-ment
of Labor
In cooperation with the Bureau
of Labor Statistics, U. S.
Department of Labor
Arbitration
Service
Division of
Conciliation
Division of
Apprenticeship
Training
Bureau of
Labor for
the Deaf
Information
Service
Division of
Statistics
^
ILLUSTRATIONS
Page
Commissioner of Labor 6
Forrest H. Shut'ord 8
Labor Building 12
Safety Advisory Board 30
Board of Boiler Rules 38
List of Arbitrators 52
State Apprenticeship Council 58
CHARTS
Value of Building Permits , 75
Child Labor Certificates Issued 76
Employment and Earnings 77
I'RA.NK Cra.ne, Cu/ninissiu>ie) uj Labor
LETTER OF TRANSMITTAL
To His Excellency
The Honorable Luther H. Hodges,
Cyovernor of North Carolina.
Members of tJie General Assembly of
The State of North Carolina.
Gentlemen:
In compliance Avith the General Statutes of North Carolina, I sub-mit
herewith a report of the work of the Department of Labor for
the biennium July 1, 1952 to June 30, 1954.
In transmitting this report to you, I wish to ackno^vledge the fine
cooperation of the heads of the various divisions of the Department
of Labor which made possible the record of sound and useful accom-plishment
and service to the people of North Carolina which this
Department rendered during the biennium.
Respectfully,
Frank Crane,
Cofnmissioner of Labor.
bf:-Tf^>
; ^ I -• :^'L-Forrest
H. Shuford
June 3, 1897 — May 19, 1954
IN MEMORIAM
FORREST H. SHUFORD
June 3, 1897—May 19, 1954
Commissioner of Labor
1938—1954
Employees of the Department of Labor from all sections of the
State attended the funeral rites of their well loved and respected
Commissioner of Labor, Forrest H. Shuford, in Raleigh on May 21,
1954.
Commissioner Shuford died in Washington, D. C, on May 19,
1954, while attending a U. S. Children's Bureau conference on chil-dren
of migratory workers. Mrs. Shuford was with him. Attending
physicians attributed his death to a cerebral hemorrhage.
Funeral services for Mr. Shuford were held at St. Saviour's Epis-copal
Church with Bishop E. A. Penick officiating, assisted by the
Rev. J. McDowell Dick, rector of The Church of the Good Shepherd.
Interment was at the MontlaAvn Cemetery near Raleigh.
The following are a few of the large number of editorial tributes
which Avere paid to Commissioner Shuford by the newspapers of
North Carolina:
Forrest H. Shuford—Public Servant
North Carolina sustained its second major loss within a week yesterday with
the sudden death in Washington of Forrest H. Shuford, Commissioner of Labor.
Strangely enough the circumstances of his death were similar to those in the
passing of Senator Clyde R. Hoey who had appointed him Commissioner of Labor
in 1938. Senator Hoey died at his desk in Washington on "Wednesday afternoon
of last week. Mr. Shuford was in Washington for an important conference when
he was stricken. Thus both men passed at their posts of duty.
Mr. Shuford had devoted more than 20 years to public service as an officer of
the State Department of Labor. He was serving as deputy commissioner in 1938
when Governor Hoey called upon him to become Commissioner after Major A. L.
Fletcher resigned. He was re-elected four times and the comparative ease with
which he won each election testified to the esteem in which he was held by the
voters of North Carolina.
Mr. Shuford entered the Labor Department with experience as a textile worker,
school teacher, and social worker, having sened as director of juvenile court
work in High Point at one time in his career.
Increasing industrialization in North Carolina in recent years has added to ilie
importance of the Labor Department as an agency of State government. Mr. Shu-ford's
fair and able administration of his department contributed in large measure
to industrial peace in North Carolina in the past 20 years.
He had been instrumental in formulation of progressi\e policies relating to
child labor, employment of women, industrial safety, wages and hours, an excellent
conciliation service and many other regulations affecting the well-being of the
State and its people.
10 Biennial Report of the Department of Labor
Secretary of State Thad Eure spoke a fitting epitaph when he commented
that Mr. Sliuford "has been the balance that brought about good relations be-tween
indtistry and labor in the State. . . he was a conscientious public official,
devoted and loyal to his duties." —The Charlotte News
LABORED VV^ELL
When a heart attack claimed Forrest H. Shuford there was subtracted from
official life in North Carolina a force which had contributed as effectively as any
one North Carolinian to improvement 'of labor relations through the 16 years he
occupied the office of Commissioner of Labor.
Forrest Shuford went to that work from this city where he had done a splendid
job as boys' commissioner. He worked at it with the same relentless conscientious-ness
to Avin the whole-hearted respect of employees and employers throughout
the State. He literally worked himself to death.
A fellow High Pointer, Dr. Charles F. Carroll, associated with Commissioner
Shuford as a member of the Cotmcil of State, termed him "an ideal public offi-cial."
It is a worthy entitlement Avon by a faithful discharge of that office beyond
call of duty. This community, which placed a high stamp on Mr. Shuford's
official work both before and since he transferred to Raleigh, shares the State's
feeling of loss in his untimely death.
Labor relationships in North Carolina are definitely better because of his
work, fine influence and understanding of mutual problems of both employees
and employers. —The High Point Enterprise
COMMANDED RESPECT
To a rare degree, Forrest H. Shuford, State Commissioner of Labor, com-manded
the respect of both management and labor. His sudden and unexpected
death in Washington, D. C, yesterday brought to an untimely end a career de-voted
to successful efforts to achieve and maintain peacefid management-labor
relations in North Carolina.
Mr. Shuford, who would have become 57 years old next month, had been con-nected
with the Department of Labor since its organization as a separate depart-ment
of the State government in 1933. In the effort at that time to create a real
department of labor relations, Mr. Shuford was brought in as chief inspector and
deserved the promotion when he was made the State's second labor commissioner
in 1938. Public confidence in his work was demonstrated in his consistent re-election
without serious opposition, since that time.
In promoting industrial peace. Commissioner Shuford did not rely merely up-on
the statutory powers of his office, which were never as great as those of similar
officials in some states. His fairness and integrity in minimizing and mediating
labor disputes brought him the confidence of both labor and management.
North Carolina has a relatively excellent record in the field of labor relations.
Much of the credit for that record belongs to Forrest H. Shuford. Difficult as it
may be to replace him, a man of similar capacity and spirit should be sought for
the post. —The Raleigh Neics and Observer
FORREST H. SHUFORD
Forrest H. Shuford, North Carolina Commissioner of Labor for the past 16
years, died at the age of 56 Avhile attending a conference dealing with children
of migrant workers.
Biennial Rf.port of the Department of Labor ,
11
He was a good man ulio in his kindly and unassuming way accomplished much.
Tiiis State's remarkably good record of labor relations owes a great deal to his
unfailing fairness and good sense. People instinctively liked and trusted him, and
the better they knew him the more they were satisfied that their esteem and confi-dence
were justified.
Those who worked with him most closely over the past 16 years valued very
highly his ability, his judgment and his friendship. One of them who spoke of
him as "an ideal public official" was not exaggerating.
He had that rare combination of qualities which are always needed but not
always found in government service. His death is a real loss to the State he loved
and served so long and so well. —Tlie Greensboro Daily Neivs
FORREST H. SHUFORD
For many years Forrest H. Shuford worked with both labor and management
in North Carolina and held the respect and confidence of both. Their attitude is
an eloquent tribute to the character, ability and personality of the State Com-missioner
of Labor. It signifies that in his death this week the common-ivealth
has suffered a serious loss.
Mr. Shuford, a native of Cleveland County, was appointed Commissioner by
the late Senator Clyde R. Hoey in 1938 while the latter was Governor. Thereafter
he was elected foiu- times to the office. Through the years he devoted himself
untiringly to the task of improving industrial relationships, promoting safety
practices in industry and advancing legislation which he regarded necessary to
protect the interests of labor. One of the unrealized objectives for which he fought
for se\eral years is the passage of a State minimimi wage law for industries not
in interstate commerce.
Behind the facade of genial personality which won and retained for him
many friends in all walks of life, Forrest Shuford possessed an alert and able
mind, strong personal convictions and a conscientious spirit of public service. He
often won bv quiet persuasion what others sought through a blaze of controversy.
Realizing the need of management and labor for each other, he appealed to both
on the grounds of their common interests. The generally harmonious industrial
relations which prevail in North Carolina today are due in considerable measure
to the influence and efforts of Forrest Shuford. —The Winston-Salcm Journal
FORREST H. SHUFORD
The sudden death of Forrest H. Shuford, State Cominissioner of Labor, re-moved
an official who had the respect of both labor and management.
Mr. Shuford had been connected with the Department of Labor since its
organization as a separate department of the State government in 1933, first as
chief inspector and then as Labor Commissioner five years later.
.\11 of that time he devoted his efforts toward the maintenance of peaceful
management-labor relations in North Carolina. As a result this State has a relativelv
excellent record in the field of labor relations. He always demonstrated a spirit of
fairness and integrity in mediating labor disputes. Most of these he minimized.
Public confidence in his work was shown by the fact that he was consistently
reelected without serious opposition.
Cleveland Countv, where he was born, joins the rest of the State in saluting
and saying farewell to a worthy public servant. —The Shelby Daily Star
I—
Labor Building, Raleigh, N. C.
{Drawing by Mrs. Almon Barbour.')
BIENNIAL REPORT
OF THE
COMMISSIONER OF LABOR
The industrial population of North Carolina, ^vhich consists o£
nearly a million people employed in all types of non-agricultural
occupations, experienced two relatively prosperous years during the
biennium 1952-1954. Although the total number of people employed
decreased during the last six months of the biennium, both employ-ment
and earnings were comparatively good during the greater part
of the two-year period. Many new industries began operations in the
State and the expansion of existing industrial establishments con-tinued.
Substantial improvements were made in working conditions
and safety practices. North Carolina's excellent record of productive
and peaceful labor-management relations continued to be one of the
most outstanding in the nation.
EMPLOYMENT
Total non-agricultural employment in the State started and ended
the biennium at approximately the same level—977,000. Passing the
one-million mark in September, 1952, the job total climbed to a sea-sonal
high of 1,035,000 in December that year. Employment remained
at more than a million during all of 1953. Beginning early in 1954,
however, the job total dropped again and stood at 977,000 in June,
1954.
EARNINGS AND HOURS
Hourly earnings of the State's factory workers, which averaged
$1.20 in June, 1952, climbed to $1.25 by June, 1954. However, the
average workweek dropped from more than 39 hours at the beginning
of the biennium to 37.8 hours in June, 1954. Because of the shorter
workweek in a number of industries, the average weekly earnings of
North Carolina factory workers increased very little—less than one
per cent in all industries combined—in spite of the five cents gain in
average hourly earnings. Weekly wages in manufacturing averaged
$46.92 at the beginning of the biennium. The average in June, 1954
was $47.25 per week.
This picture was in sharp contrast with the experience of the pre-vious
biennial period, during which average weekly earnings of the
State's factory workeis increased 12 per cent.
6^
14 Biennial Report of the Department of Labor
COST OF LIVING
The Consumer Price Index of the United States Department of
Labor climbed from 113.4 in June, 1952 to 115.1 in June, 1954, an
increase of 1.5 per cent.
Although the difference was fractional, the increase in weekly earn-ings
of North Carolina workers did not quite keep pace with the rise
in the cost of living.
STATE—NATIONAL COMPARISON
The relative position of North Carolina workers as regards their
earnings, compared with those of workers throughout the United
States, continued to deteriorate during the biennium.
In the year 1948, the earnings of this State's manufacuring em-ployees
reached an all-time high, compared with earnings of factory
workers throughout the nation. At that time, they amounted to about
80 per cent of the national average. Two years later, in March, 1950,
notwithstanding continued increases, the weekly earnings of this State's
factory workers amounted to only 75 per cent of the national average.
The gap continued to widen. Just prior to the end of the 1950-1952
biennium, weekly earnings in North Carolina fell to less than 70 per
cent of the national average.
The relative position of workers in the Tar Heel State continued
to worsen during the 1952-1954 beinnium. In June, 1954, North Caro-lina
factory workers averaged $47.25 per week. This amounted to
only 65 per cent of the national average of $71.68 for that month.
The above figures indicate that notwithstanding our splendid prog-ress
in the establishment of new industries and expansion of old ones.
North Carolina industrial workers have fallen far behind those of the
nation in their earnings. The principal reason for the continued exis-tence
of these low average hourly and weekly earnings is the same as
that noted in many previous Biennial Reports of this Department,
namely, that about 75 per cent of North Carolina's factory employees
are concentrated in the highly competitive textile industry and other
nondurable goods industries in which wages traditionally are much
lower than in such "heavy" industries as the coal, steel, automobile,
machinery, chemical and electrical industries.
JOB OPPORTUNITIES
During the latter part of the 1952-1954 biennium, fairly substantial
spotted unemployment began to exist in various parts of the State and
in a few industries in which production was curtailed somewhat. For
Biennial Report of the Department of Labor 15
the most part, however, the employment situation was satisfactory.
Employment remained generally available despite the spotted curtail-ments
here and there in some lines.
One other index of employment conditions—the certification of
minors under 18 years of age for employment—indicates that job op-portunities
remained comparatively abundant in the State. During
the 1950-1952 biennium, a total of 50,420 minors were issued either
part-time or full-time employment certificates by county welfare super-intendents.
During 1952-1954, certificates were issued to 49,432 minors
—a scarcely noticeable decrease from the total of the previous two
years.
NEEDED LEGISLATION
There are a few fields in which legislation previously has been
recommended to the General Assembly but in which the Legislature
has not seen fit to enact laws. These are as follows:
1. State Minimum Wage Law. A large group of North Carolina
workers in intrastate industries not covered by the Federal Wage and
Hour Law are paid wages so low that they are provided neither mini-mum
adequate living standards nor the economic basis of sound citi-zenship.
In June, 1954—the last month of the biennium—the nearly 150,-
000 persons employed in North Carolina's retail trade industry re-ceived
wages averaging .$1.08 an hour. Viewing the matter upon an in-dustry-
wade basis, that average may not look so bad. However, there
are sizable segments of the retail trade industry in which the average
wage comes nowhere near the industry-wide average. The 32,700
people employed in retail general merchandise establishments, for
example, averaged only 86 cents an hour. The 8,500 employees of
limited price variety stores received an average of only 60 cents an
hour.
In the personal service industries, the situation was much the
same, except that average wages were even lower than in most retail
trade establishments. There were 6,400 employees of hotels and room-ing
houses who received an average of only 51 cents an hoiu". The
laundry and dry cleaning industry employed 14,800 workers who
averaged only 67 cents an hoin\
In commenting upon the earnings of the economically submerged
portion of our State's industrial population, I feel that I can do no
better than to quote the statement made t^vo years ago by the late Com-missioner
of Labor, Forrest H. Shuford, who had observed the situa-
16 Biennial Report of the Department of Labor
tion of our lowest-paid group of workers throughout the long years of
his tenure of office:
"I would be most happy," Commissioner Shuford said, "to see the
wages of North Carolina's lowest paid working people raised to a
decent level by voluntary action and without recourse to legislation.
During the last fourteen years, however, I have observed that our
emergence from a period of severe depression into a period of high
prosperity has not resulted in a lifting of the wage levels of our lowest
paid workers to a point at which they are provided a decent minimum
to sustain life, health, efficiency and good citizenship. Upon the basis
of long observation, experience and much study of this matter, I have
been forced to conclude that we have a minority of employers who
will continue to pay the very lowest ivage which the traffic xvill bear,
irrespective of the extent to xohich their businesses prosper."
1 therefore earnestly recommend that the General Assembly of
North Carolina enact legislation providing a statutory minimum
wage covering all of the industrial workers of this State. Such legis-lation
would have no direct effect upon the overwhelming majority
of our employed, non-agricutlural population which receives an av-erage
income well in excess of any minimum wage which might be
considered. It would, however, provide the protection of the State
for a woefully underpaid, sizeable minority of our citizens who have
no practical means of helping themselves.
The income level of our farming population is protected to a
considerable extent by federal price supports and other measures.
The income of our factory workers and others in interstate commerce
is protected by the Federal Wage and Hour Law and by the processes
of collective bargaining in establishments having unions. The incomes
of our public employees are protected by civil services, personnel or-ganizations,
and governmental procedures. Most employees of intra-state
businesses, however, have neither law, custom, public opinion
nor collective bargaining power to guarantee them a living wage.
This being the case, I feel that the good conscience of North Caro-lina
should exert itself in behalf of this minority of our citizens whose
material and social contribution to the growth of the State is limited
by the existence in a minority of oiu" employers of a willingness to
pay unfair wages.
2. Wage Collection Laiv. In a State with a million non-agricul-tural
working people, it is to be expected that occasional disagree-ments
should arise between employers and employees concerning the
Biennial Report of the Department of Labor 17
amount of wages due the employees. Misunderstandings are unavoid-able,
even between the most well disposed employers and workers.
For many years, the Department of Labor constantly has received
complaints from workers who state that their employers have failed
to pay them wages which they have earned. In instances where the
employee's work is covered by the Federal Wage and Hour Law, the
Department makes investigations and takes appropriate action in
accordance with the provisions of that statute. In many other cases,
however, the complaining employees' jobs are not covered by the fed-eral
law. In these instances, the Department is able to take no action
due to our lack of a State Wage Collection Law.
These complaints from workers have been sufficiently numerovis
to convince me and my predecessor as Commissioner of Labor that
North Carolina should have a statute authorizing the Department
of Labor to make investigations and take appropriate actions in the
courts of competent jurisdiction in cases where investigation reveals
that employers have failed to pay employees wages which have been
earned. I therefore recommend that the General Assembly enact such
a statute.
3. Improvement i?i Child Labor Laxu. I recommend further that
the North Carolina Child Labor Law be studied with a view of im-proving
the protection of young people engaged in street trades.
The chief weakness of our Child Labor Law at present is that it pro-vides
inadequate protection for these minors, particularly for those
under 16 years of age. Special protection is needed for children who
engage in street trades, since these youngsters are continually subject
to influences not ordinarily encountered by minors doing other types
of work.
4. State Labor Relations Law. Application of the National La-bor
Relations Act to a particular case is determined by w^hether or
not a labor dispute, if one should occur, would tend to burden, ob-struct,
or, in general, "affect" interstate commerce. If it would, then
the statute applies, and the National Labor Relations Board has au-thority
to act in the case.
Since the National Labor Relations Board has recently relin-quished
jurisdiction of cases in which there is only a minor effect upon
interstate commerce, I am of the opinion that study should be given
to ascertaining whether North Carolina needs a State Labor Relations
Law. A particular labor dispute occurring in a North Carolina com-munity
may have only a minor effect upon interstate commerce, yet
18 Biennial Report of the Department of Labor
may at the same time be an important matter in the economy of the
local community.
DIVISION REPORTS
The accompHshments of the Department of Labor during the
1952-1954 biennium are presented in detail in the Division Reports
which follow by Mr. Lewis P. Sorrell, Deputy Commissioner of Labor
and Chief of the Division of Standards and Inspections; Mr. Gail
Barker, Director of the Division of Conciliation; Mr. C. L. Bedding-field,
Director of the Division of Apprenticeship Training; Mr. J. M.
Vestal, Director of the Bureau of Labor for the Deaf; Mr. C. H. Pritch-ard.
Director of the Division of Statistics; and by several other Labor
Department people in charge of specialized phases of the Department's
-work.
Of particidar interest are the sections in these reports which de-scribe
North Carolina's excellent record in labor-management rela-tions,
our accomplishments in the reduction of the number of indus-trial
accidents, promotion of working skills through apprenticeship
training, securing jobs for deaf workers, and the interpretation of
wage and employment trends.
Biennial Report of the Department of Labor 19
891.30
$ 1,861.31 $493,752.61
TABLE 1
REPORT OF EXPENDITURES
DEPARTMENT OF LABOR
1952—1953
Minnie S. Gosnf.y
budget oeficer
RE\'ENUE
Appropriation-Chapter 642 P.L. 1951 $343,436.00
Federal Wage and Hour Payments 122,818.82
Boiler Bureau-Fees for Inspection 22,185.90
Apprenticeship Training 3,450.58
$491
REFUNDS
Refunds of Expenditures 1
EXPENDITURES
Expenditures $476,877.29
Refunds of Expenditures 1,861.31
PURPOSES
Administration $ 31,006.77
Employment Ser\ice for the Deaf 6,949.10
Statistical Division 19,844.13
Standards and Inspections 192,048.02
A\'age and Hour Divisions 124,621.44
Supplies Ser\'ices and Expenses 796.96
.Apprenticeship 1 raining 44,292.13
Conciliation Service 28,541.49
Arbitration Panel 132.75
Boiler Bureau 28,644,50
$476
OBJECTS
Salaries and "Wages $395
Supplies and Materials 2
Postage, Telephone and Telegrams 6
Travel Expense 63
Printing and Binding
Repairs and Alterations
General Expense 7,
Equipment 2,
$476,877.29
,877,29
,170,98
245,00
204.05
364.81
496.97
481.87
476.28
431.27
$478,738.60
$ 15,014.01
20 Biennial Report of the Department of Labor
TABLE 2
REPORT OF EXPENDITURES, DEPARTMENT OF LABOR
1953—19M
REVENUE
Appropriation-Chapter 1165 P.L. 1953 $377,116.00
Federal Wage and Hour Payments 99,940.98
Boiler Bureau-Fees for Inspections 35,983.44
Apprenticeship Training 13,988.41
$527,028.83
REFUNDS
Refunds of Expenditures $ 1,837.84 $528,866.67
EXPENDITURES
Expenditures $493,306.42
Refunds of Expenditures 1,837.84 $495,144.26
$ 33,722.41
PURPOSES
Administration $ 33,961.68
Employment Service for the Deaf 7,486.79
Statistical Division 22,015.34
Standards and Inspections 206,668.79
Wage and Hour Division 95,476.07
Supplies, Services and Expenses 4,248.55
Apprenticeship Training 58,342.39
Conciliation Service 29,002.57
Arbitration Panel 162.10
Boiler Bureau 35,942.14
$493,306.42
OBJECTS
Salaries and Wages $399,755.75
Supplies and Materials 2,070.00
Postage, Telephone and Telegrams 6,279.26
Travel Expense 67,578.50
Printing and Binding 3,441.45
Repairs and Alterations 759.55
General Expense 8,272.89
Equipment 5,149.02
$493,306.42
Biennial Report of the Department of Labor 21
Lewis P. Sorrell
DIVISION OF STANDARDS AND INSPECTIONS
Lewis P. Sorrell,
Deputy Commissioner of Labor
^^gggSmKbi^ ^"^ DIVISION OF standards AND INSPEC-J^
^^ tions enforces the North Carolina Child
f % Labor Law, the Maximum Hour Law, the
' ' State Elevator Code, the State Boiler Law,
the Federal Wage and Hour Law, and the
Federal Public Contracts Act. It also plans,
recommends tor adoption, and enforces-
Safety and Health Regulations designed to
eliminate industrial hazards and to provide
better working conditions in North Caro-lina
industry.
Our industrial safety inspectors are con-cerned
with the maintenance of safe and
healthful working conditions in all places
of industrial employment. Their primary functions are to discover
hazards to safety and health, to discuss these hazards with manage-ment,
and to advise management concerning the most helpful methods
of carrying out the provisions of the Safety and Health Regulations.
jNIany alert and progressive employers do not have to be sold upon
the desirability of providing satisfactory working conditions. In a
majority of instances, no direct enforcement measures are needed in
order to secure compliance with the laws and regulations, since a ma-jority
of our employers are anxious to make improvements which are
beneficial. However, a minority of employers, some of whom will
violate the law even though inspections are made as frequently as
our personnel permits, resist all efforts of the inspector to secure
voluntary compliance with the laws and regulations. In these cases,
the Department has to resort to the courts to obtain the compliance
-which cannot be obtained by less drastic measures.
Our labor regulations inspectors perform duties similar to those
of industrial safety inspectors, but work chiefly in the State's retail
trade, service, and other intrastate establishments. These inspectors
specialize in work concerning child labor and female employees.
Other inspectors of the Department devote their full time to in-spections
of elevators and to study and approval of proposed plans
for elevator installations. Still others make inspections of high and
22 Biennial Report of the Department of Labor
low pressure boilers. Another specialized type of inspection work is
the inspection ol mine and quarry operations. Likewise, we have a
specialized inspection service to promote safety in the construction
industry.
Administration of the Federal Wage and Hour Law and the Fed-eral
Public Contracts Act in North Carolina has been entrusted to the
State Department of Labor continuously since April, 1941. North
Carolina is the only State in the nation which enforces these federal
statutes by virtue of annual renewed cooperative agreements with the
United States Department of Labor. Assisted by a Federal Represen-tative
assigned to the Department by the Wage and Hour and Public
Contracts Divisions of the U. S. Labor Department, we have developed
a well coordinated program under which we administer locally both
State and Federal laws in the fields of safety and health, minimum
wages, maximum hours, child labor and general w^orking conditions.
Operating under this arrangement, we have another group of inspec-tors
whose work consists principally of making inspections under these
federal statutes.
A detailed report of our wage and hour operations during the
biennium will be found in the report of Mr. S. G. Harrington, our
wage and hour supervisor.
In addition to our regular inspection work under State and Federal
laws, the Division during the biennium continued to promote safety
in industry through the Department's special safety program. This
program has the invaluable assistance of 22 industrial safety experts
employed by leading representative industries, who serve without
compensation as the Department's Safety Advisory Board. A detailed
explanation of this phase of our work will be found in the report of
Mr. W. C. Creel, Supervisor of Safety.
An analysis of the work of our industrial safety and labor regida-tions
inspectors, with emphasis upon routine inspection operations,
will be foinid in the report of Mr. W. G. Watson, supervising inspector.
Due to the continued high demand for elevators, installation of
new elevator equipment and remodeling of older equipment has
proceeded at a rapid pace during the last two years. This has kept oin-elevator
inspection service very busy. A detailed report of these ac-tivities
will be found in the report of Mr. Pryor E. Sugg, our Elevator
Inspection Supervisor.
The activities of the Bureau of Boiler Inspections have expanded
greatly as a result of the General Assembly's action in bringing lo'w
pressure boilers under coverage of the State Boiler Law. An account
Biennial Report of the Department of Labor 23
of the Boiler Bureau's ojjerations will be found in the report of Mr.
S. F. Harrison, Boiler Inspection Supervisor.
Mining and quarrying operations have continued at a brisk pace.
A detailed report of these activities will be found in the report of
Mr. J. L. Fitzgerald, Mine Inspector.
The Department made a good start during the biennium in devel-poing
a specialized inspection and safety promotion service for the
State's extensive construction industry. A detailed account of this
Avork will be found in the report of Mr. J. E. Fisher, Construction
Safety Inspector.
A similar specialized inspection service for the electrical industry
^\as authorized by the last General Assembly and appropriations ^vere
provided for this purpose. It has been necessary for us to delay the
inauguration of such a service due to the fact that ^ve have thus far
been unable to secure a qualified person for this job at the salary
range provided. The fact that such a service is needed, however, is
borne out by the continued large number of injuries and fatalities
reported in connection with electrical construction and repair projects.
We feel that an inspector is needed for this purpose and that an ap-propriation
for it should be continued in the budget for next year,
so that whenever we locate a competent person for the job we may
hire him immediately.
Under the North Carolina law requiring the licensing of private
employment agencies by the Department of Labor, five licenses were
issued during the biennium. No licenses have been issued for this year
(which would be rene^vals of licenses mentioned above which expired
on May 31, 1954), due to the fact that these agencies have not yet
been checked by our inspectors.
A considerable amount of time and effort has been devoted to
assisting mining operations in securing Certificates of Compliance in
order that Workmen's Compensation Insurance could be assigned
them under the Assigned Risk Program of the N. C. Compensation
Rating and Inspection Bvneaii. On July 1, 1952, an insurance com-pany
withdrew their operations from North Carolina, leaving a ma-jority
of the mining firms without Workmen's Compensation Insur-ance.
This particular company was providing coverage for most of
the State's mining operations.
In practically all instances. Certificates of Compliance from this
Department, showing that each operation met the minimum safety
and health standards of the State, have been requested under the
Assigned Risk Program. Due to the importance of mica and other
24 Biennial Report of the Department of Labor
strategic minerals in our national defense program, priority was
given to all such requests for Certificates of Compliance, in order that
Workmen's Compensation Insurance could be assigned.
A total of 98 Certificates of Compliance were issued during the
biennium. Failure to continue compliance with the State's safety and
and health requirements made it necessary for us to revoke two of
these certificates. However, these two firms took the necessary steps
to bring their operations back into compliance, so that the certificate
could again be made effective and insurance reassigned. The purpose
of these Certificates of Compliance is to furnish evidence to the in-surance
companies that the mining operations meet the State's mini-mum
safety and health requirements.
FEDERAL WAGE-HOUR AND PUBLIC
CONTRACTS INVESTIGATIONS
S. G. Harrington, Supervisor
•^ The wage and hour investigators inspect the
payroll records of industrial and commercial
establishments and interview employers and
employees to determine compliance with the
Fair Labor Standards Act (Federal Wage and
^- Hour Law) and the Walsh-Healey Public Con-
M'^
^
tracts Act. Priority is given to complaint in-
^^^"^jl^^gjj^^^ vestigations. Public Contracts investigations,
B^lMk^Ji^SBHI employer requests, and requests from the Na-
S. G. Harrington tional Office of the Wage and Hour and Pub-lic
Contracts Divisions in Washington, D. C.
Special attention is given to establishments which have not previously
been investigated. In addition to regular investigation activities
mentioned above, special investigations are made to determine com-pliance
with the provisions of the Davis-Bacon Act upon request of
the Secretary of Labor. Where provisions of the State labor laws ap-ply,
concurrent State inspections are made with Wage-Hour and
Public Contracts investigations.
Wage and Hour investigation activities during the biennium,
violations noted, back wages paid to workers as the result of investiga-tions,
are summarized in the following Table:
Biennial Report of the Department of Labor 25
TABLE 3
WAGE AND HOUR 'WORK FOR PERIOD JULY 1, 1952—JUNE 30, 1954
Total number of ^Vage-Hour investigations (except agriculture) 1965
Total number of Public Contracts investigations made concurrent
Avith Wage-Hour 130
Total number of ^\'age-Hour investigations (except agriculture)
revealing violations of Child Labor provisions of
"Wage-Hour Law 74
Total number of in\estigations showing \iolations of minimiun wage
pro\isions of Wage-Hour Law 390
Total number of investigations showing violations of overtime
provisions of Wage-Hour Law 972
Total number of Complaint investigations made 386
Total Davis-Bacon investigations made 27
Total number of Special Child Labor investigations in agriculture 197
Total number of Special Child Labor investigations in agriculture
showing violations 120
Total investigation visits in agriculture 69
Total number of employees found due back wages 7844
Total amount of back wages due $834,638
Total State inspections made concurrent with Wage-Hour 1106
In addition to investigation activities, the staff is called upon from
time to time to engage in public educational programs to bring em-ployers
and employees up-to-date on the provisions of the law. For
this purpose general clinics, as well as clinics for specific industries,
are conducted. Moreover, countless numbers of individual confer-ences
have been held with employers and employees. Individual in-quiries
by telephone and by mail have been answered. Special
certificates for employment of the physically handicapped at sub-minimum
rates. Sheltered Workshop certificates and Apprenticeship
certificates are issued by the Raleigh office.
During the fiscal year of 1952-1953 we operated with a staff of
15 field investigators while during fiscal year of 1953-1954 we operated
with 12 investigators.
*%*
26 Biennial Report of the Department of Labor
INDUSTRIAL SAFETY AND LABOR
REGULATIONS INSPECTIONS
W. G. Watson, Supervisor
Industrial Safety and Labor Regulations In-spectors
of the Division of Standards and In-spections
completed 31,131 inspections during
the biennium. Ihese inspections covered 1,111,-
212 employees, including duplications in plants
in which more than one inspection was made.
^^£ ^ The Inspectors also made 241 special in-n^
HL'''^^iHn|MB|^^ vestigations in response to complaints alleging ^^P^^^^H violation of the State Labor Laws and the
W. G. \Vat.so\ Safety and Health Regulations.
Special investigations were made by the In-spectors
in 85 cases involving fatal or serious injury to workers. These
investigations -were to determine the causes of the accidents and to
find the methods necessary to prevent their recurrence.
Reinspections or compliance visits were made in 1,323 instances
to insure compliance with recommendations made to correct violations
of the Labor Laws and to assist management with problems arising
in connection with safety, health and general working conditions.
A total of 5,267 conferences Avere held with employers, employees,
superintendents of welfare and other officials for the purpose of ex-plaining
the Labor Laws, safety and health regulations and other
matters with which the Inspectors are officially concerned.
A total of 26,769 violations were found. Recommendations to cor-rect
these violations were made by the Inspectors. Compliances Avere
reported in 24,476 instances. The excess of violations over compliances
is due to delayed reporting of compliances during the concluding
months of the bienniiun. A detailed analysis of these violations and
compliances may be found in Tables 4 and 5.
The 241 complaints received during the biennium alleged viola-tions
of the Maximum Hour and Child Labor Laws, unsafe and un-healthful
Avorking conditions, imsanitary and inadequate toilet facil-ities,
inadequate ventilation and lighting, and failure to provide
seats for female employees. These complaints Avere given priority
over routine inspection work and were investigated immediately. In
each case, where violations were found, action was taken to secure
compliance.
Biennial Report of the Department of Labor Zl
TABLE 4
VIOLATIONS NOTED DURING THE BIENNIUM—JULY 1, 1952 THROUGH JUNE 30, 1954
INDUSTRY Child
Labor
Hours Time
Record
Sanita-tion
Seats First
Aid
Drink-ing
Water
Safety Total
Textile Yarn and Weave Mills
Textile Knit Goods
18
22
2
60
33
43
2
210
9
27
185
34
5
28
27
24
27
212
1,629
1,259
156
54
64
108
6
7
4
37
__
29
10
2
3
5
3
30
287
155
73
4
11
34
946
240
169
280
107
105
424
508
28
47
238
87
222
243
1,106
154
670
35
93
189
1
13'
17
24
5
22
3
9
38
25
3
5
3
12
14
10
15
3
_.
6
3'
19
9
..
3
5
---
85
18
6
6
12
1,569
289
274
621
171
121
1,191
525
48
55
jo9
190
279
451
2,332
662
1,551
144
189
751
2.593
625
Other Textiles
Food Products ._
457
1,236
Tobacco Manufacturing 290
Apparel Manufacturing
Lumber <fe Timber
Furniture Manufacturing
17
37
275
1 903
1,148
84
Printing
Chemical Manufacturing
23
6
6
9
65
2,381
745
119
515
90
41
162
819
329
Other Manufacturing
Wholesale Trade
Retail Trade
554
1,024
7,848
2,976
Laundries & Dry Cleaning... 11 22 2,620
758
Service
Other Non-Manufacturing... 35
455
1,170
GRAND TOTAL 4,103 4,136 703 5,891 25 264 192 11,952 27,326
TABLE 5
COMPLIANCE WITH ORDERS ISSUED JULY, 1952—JUNE, 1954 INCLUSIVE
INDUSTRY Child
Labor
Hours lime
Record
Sanita-tion
Seats First
Aid
Drink-ing
Water
Safety Total
Textile Y'arn & Weave Mills.
Textile Knit Goods
36
15
16
228
3
21
17
11
176
1-
iO
99
23
4
14
15
13
29
104
926
620
65
35
79
53
7
6
7
54
2
1
46
15
..
5
S
18
19
23S
147
37
4
39
47
250
99
360
194
68
24
238
288
15
33
43
61
164
15q
939
120
282
48
296
134
3
.-
-.
52
1
5
16
23
13
}|
1
29
30
3
3
2
5
13
14
23"
6
1
2
8
6
is"
7
..
2
4
6
11
85
2
IS
6
13
10
1,521
226
589
819
329
33
1.151
692
56
51
539
178
503
532
2,-598
1,140
773
152
696
461
1,860
387
Other Textiles 998
Food Products
Tobacco Manufacturing
1,498
421
69
31
57
1,612
Furniture Manufacturing 1,112
78
71
1
1
19
72
4,902
937
48
1,016
88
129
179
Chemical Manuiacturing
Stone, Clay & Glass..
Other Manufacturing
Wholesale Trade.
607.
273
752
912
Retail Trade... 9,747
2,967
Laundries & Dry Cleaning... 1,251
1,261
Service
Other Non-Manufacturing...
2 12
12
1,225
846
GRAND TOTAL 7,673 2,315 705 3,815 66 235 207 13,039 28,055
Where violations ^vere considered ^villtul and no disposition ^vas
shown to correct them, the Department took legal action. AVillful
violations were found in 8 establishments during the biennium and
the violators were prosecuted in the local courts. In each case the
defendants Avere found guilty of violations as charged and Avere
penalized by fines and costs of court.
28 Biennial Report of the Department of Labor
Our Industrial Safety Inspectors completed a total of 6,985 routine
and Special Industry Drive inspections during the biennium, extend-ing
their services to 628,408 employees.
Our Labor Regulations Inspectors completed 18,733 inspections,
extending their services to 205,942 employees.
Another group of our Inspectors, who perform both industrial
safety and labor regulations inspection work, completed 5,378 inspec-tions,
extending their services to 276,496 employees.
In accordance with the State-Federal Wage-Hour Agreement, our
Inspectors made spot checks for compliance with the Federal Wage-
Hour Law on each routine inspection. Where indications of viola-tions
of the Federal Law were observed, a report containing this in-formation
was submitted. During the biennium the Inspectors sub-mitted
580 reports indicating some type of violation of the Federal
Law, including the record keeping, child labor, minimum wage and
overtime provisions. Also in accordance wth the State-Federal Agree-ment,
our Industrial Safety Inspectors completed 173 safety and
health inspections under the Public Contracts Act concurrently with
their regular inspection duties under the State Law.
SPECIAL SAFETY SERVICES
W. C. Creel, Supervisor
r ^^HHHHjB Among the Department's more important
duties is promoting safe and healthful working
conditions in the industries of the state. To
fulfill this phase of the Department's work, the
Division of Standards and Inspections directed
%* ' a large portion of its work toward accident
prevention during the biennium.
Through regular plant inspections of in-dustrial
and service establishments, the De-
W. C. Creel partment atempted to help management pro-vide
working conditions which would be health-ful
and free from injury. Through its field representatives, the De-partment
also attempted to help inanagement set up simple safety
organizations in which the employees and employers could work to-gether
to prevent on-the-job accidents.
Through a Safety Advisory Board, composed of Safety Directors
from leading industries of North Carolina, our approach to industrial
safety has been three pronged.
Biennial Report of the Department of Labor 29
A special program ^vas directed to concentrate the safety efforts
of the Department on certain industries having a need for special
work. The results of these special safety drives have been most pleas-ing
to the Department and the participating industries. During the
Biennium, a special safety drive was completed in the cotton grey
goods manufacturing plants of the State's textile industry. The acci-dent
frequency rate of 170 plants in 1950, the year prior to the begin-ning
of the drive, was 11.1 lost time injuries for each million man-hours
worked. Following four visits to these plants and extensive
organizational and educational work, including circulation of educa-tional
pamphlets and materials, the accident frequency rate at the
end of 1952 dropped to 7.9. This 29 per cent reduction is indicative
of the fine progress and interest in the program.
Safety leaders of the Fertilizer Industry in the state and nation
requested that our Department assist them in their safety activities. A
special safety drive in the fertilizer industry in North Carolina was
started in 1952. With 75 plants participating, the results of this drive
up to the present time have been most pleasing. There has been a
10 per cent reduction in the industry's accident frequency rate aver-age.
Almost every fertilizer plant in North Carolina has set up a safety
organization as a means of perpetuating the early gains.
The North Carolina Automobile Dealers Association also re-quested
assistance in preventing accidents in their member shops. A
survey of the needs of the industry was made and a series of pamphlets
was prepared to meet these needs. These pamphlets are being distri-buted
through the executive office of the Automobile Dealers Associa-tion.
The Department's inspectors are giving special attention to each
of the automobile shops participating in this special safety work and
further efforts will be made during the next year.
Our awards program continues to be very well received and does
much to stimulate interest in accident prevention among manage-ment
and workers, especially in the small plants and service establish-ments.
One highlight of the awards program ^vas the public presenta-tion
of awards in Burlington, Concord, Charlotte, Gastonia, Greens-boro,
Lexington, and Winston-Salem during 1953 and 1954. Albe-marle
had such a presentation in 1954. These events ^vere sponsored
by the Chamber of Commerce in each of the named localities. They
did much to strengthen the ties between the Chambers of Commerce
and the Department of Labor, helping both agencies to better con-tribute
to the industrial accident prevention needs of the various
communities.
30 Biennial Report of the Department of Labor
SAFETY ADVISORY BOARD
Pictured below and on the following page are 22 members of the Labor De-partment's
Advisory Board for the Conservation of Manpower in North Carolina
Industry. Organized in 1946, this group of industrial safety engineers has devoted
much time, effort and skill to working cooperatively with the Department of Labor
in planning accident prevention programs for the industries of the State. As an
luiofficial "Advisory Board", these gentlemen have given their expert advice to
the Department without compensation as a public service to the industries of the
State. Each of them is in charge of the safety jDrogram of his organization.
Left to right: Jesse D. Brown, American Enka Clorp.; (.lenn Pcnland, Liu in
Cotton Mills Co.; W. G. Alligood, American Yarn & Processing Co.
Left to right: A\ilford G. Jones, R. J. Rexnolds Tobacco Co.; ^\. L. Ia)\ , Moig.m
CkXion MillC; H. B. Ciaviord", N. C. Piilp Co., Inc.
Left to right: Ered 1". Murphy, Hickory Manufacturing Co.; Bahnson C. Hall,
Jr., Hanes Hosiery Mills Co.; J. Robert Williams, I homasville Chair Co.
Biennial Report of the Department of Labor 31
Lett to right: ]. M. Vann, Carolina Alumiinini ( o.; Claiciice J. H)slup, Chat-ham
Manulactm ing Co.; Carland Michctte, Supciior Slonc Conipam
.
I cit to light H 1 \c\\l)tm, Ecusta I'apcr ( o.; V. M. Cul\cin, Southcm Bell
1 eleiJhonc .<; lelegiaph Co.: 11. V. A\'illianis. Fieklcrcst Mills.
Left to right William L. Ueciman. Jr.. Ruilington Mills Corp.; 1. R. Ipock, Jr.,
Firestone Textiles, Inc.; C. H Mt Mlistei I ule \\ .ini Power Company.
Left to right: Joel F. Mooch, Buckeye Cotton Oil Company; Carleton Bellamy,
Jr., Champion Paper & Fibre Company; Zalph Rochelle, Tomlinson, Inc.
32 Biennial Report of the Department of Labor
^ 1^ George Harper
Sidney Blumenthal & Co.
An outstanding achievement of the Department's Safety Advisory
Board committee on education was the introduction in the past of
an undergraduate course in safety for engineering and textile students
at State College. Another past contribution was the inauguration of
a safety course, with the cooperation of the extension division at State
College, for supervisors of indusrial employees. Both of these projects
were effectively continued during both years of the biennium.
The effectiveness of the safety work of the Department can be
measured in the substantial reduction of the accident rate during the
past few years. This accident rate information, which is a mathemati-cal
indication of the hazardousness of the operation of an industrial
or service establishment, is collected and compiled by the Division
of Standards and Inspections.
A study of the lost-time injury frequency rate in North Carolina
shows that in 1946 the rate was 15.8. At the end of 1952 the rate had
dropped to 9.0. This 43 per cent reduction leads us to believe that the
DejDartment's safety program is on the right track.
The objective of the North Carolina Department of Labor and
its Safety Advisory Board has been to assist the small plant which does
not have the technical "know how," the facilities, or the money to
prevent industrial accidents. Our main objective during the next
biennium will be to continue promoting safe and healthful working
conditions in the state's approximately 7,000 industrial and service
establishments; and to assist each of these plants in setting up a simple
safety organization.
The value of safety has been accepted by all. Both management
and labor believe in it and want it. The North Carolina Department
of Labor, being charged by statute to promote safer and healthier
working conditions, is attempting to meet the needs of industry. Our
program has been well received in the past, and we believe that we
will be able to continue our progress in the future.
Biennial Report of the Department of Labor 33
TABLE 6
ACCIDENT RATES IN NORTH CAROLINA INDUSTRIES
FINAL 1952 COMPARED WITH PRELIMINARY 1953
INDUSTRY
MANUFACTURING
CLAY, cement, AND STONE:
Block, Pipe and Cement
Brick, Tile and Pottery
Monuments and Markers
CHEMICALS:
Druss, Insecticides & Paints
Fertilizer (Manufacturing and Mixing)
Miscellaneous Chemicals and Allied Products
ELECTRICAL:
General
FURNITURE:
Upholstering
Wood -
IRON AND STEEL:
Foundries _
Machine Manufacturing
Machine Shop
Sheet Metal .
Not Elsewhere Classified
LEATHER:
Tanning, Manufacturing shoes, Belting, and Rolls
LUMBER:
Logging, Sawing, and Planing
Millwork
Plywood and Veneer
Miscellaneous Wood Products
MINING:
Mines
Processing Plants
Quarries
PAPER:
Paper and Pulp
Set up boxes and containers
PRINTING:
Job, Newspaper and Books
TEXTILE:
Cotton Yarn and Weaving
Dyeing and Finishing
Knit Goods _. -..
Silk and Synthetic
Wearing Apparel
Woolen Worsted
Not Elsewhere Classified
TOBACCO:
Cigarette and Smoking.
Leaf Processing
MISCELLANEOUS MANUFACTURING:
General
ALL MANUFACTURING INDUSTRY
No.
Plants
1952
39
87
196
40
83
132
73
55
394
153
36
76
153
406
60
359
59
123
11
76
7
194
127
3,449
Manhours
1952
4.656,073
4,415,823
506,246
2,405,672
5,786,792
1,961,700
13,050,699
5,184,947
40,634,979
4,512.013
7,967,783
6,881.408
1,372,958
3,926,380
1,396,473
25,456,606
5,596,156
3,409,284
4,929,213
753,677
3,684,830
1.971.836
12,566.552
4,370,262
8,976,592
238,465,084
18,623,909
75,852,731
35,526,869
24,091,266
8,434,939
7,250,235
24.269,931
23,199,728
7,830,158
640,009,804
L.T.I.
1952
21
108
25
59
436
111
124
94
43
69
717
82
87
130
26
240
50
2,006
144
260
118
97
47
63
91
210
77
5,944
Frequency Rate
1952
20.8
16.7
17.7
8.7
18.6
12.7
11.3
10.7
28.1
14.6
24.8
26.3
34.4
65.1
25.6
7.3
13.0
4.3
8.4
7.7
3.4
3.3
4.0
5.5
8.6
2.8
8.3
9.8
9.2
1953
29.4
13.9
25.2
4.5
19.2
5.5
9.4
12.6
17.6
15.8
22.0
18.1
27.9
25.6
19.2
26.6
18.5
73.7
31.9
13.6
8.3
19.2
7.1
8.6
3.4
6.1
3.6
8.8
5.5
2.6
9.2
20.
8.3
34 Biennial Report of the Department of Labor
TABLE 6—Continued
ACCIDENT RATES IN NORTH CAROLINA INDUSTRIES
FINAL 1952 COMPARED WITH PRELIMINARY 1953
INDUSTRY
No.
Plants
1952
Manhours
1952
L.T.I.
1952
Frequency Rate
1952 1953
NON-MANUFACTURING
FOOD:
Baking ,
Bottling Plants
Canning and Preserving
Dairy Products _.
Ice and Coal
Meat Packing _ _ _ _
Milling, Flour and Feed
SERVICE:
Dry Cleaning _ __
Dry Cleaning & Laundry
Garage
TRADE:
Petroleum Products
Wholesale and Retail •
MISCELLANEOUS NON-MANUFACTURING:
General
ALL NON-MANUFACTURING INDUSTRY ._.
ALL INDUSTRY
MANUFACTURING & NON-MANUFACTURING
146
24
83
142
68
136
496
209
349
299
277
87
2,414
5,863
9,737,102
7,221,406
1,680,272
8,473,917
3,154,355
4,936,023
5,084,782
9,465,641
16.343,745
14,457,622
3,928,963
8,855,139
3,580,278
96,919,245
92
83
11
126
27
87
42
736,929,049 6,686
9.4
11.4
6.5
14.8
8.5
17.6
8.2
1.0
2.7
6.2
5.0
7.6
11.4
7.6
9.0
11.2
11.9
15.6
12.8
5.8
21.4
12.0
1.9
3.2
11.7
4.7
7.6
9.3
8.4
TECHNICAL NOTES:
(1) These data were compiled according to the AMERICAN STANDARD METHOD OF COMPILING IN-DUSTRIAL
INJURY RATES, approved by the American Standard Association, 1945.
(2) The lost time injury frequency rate is the average number cf disabling work injuries for each million manhours
worked. A lost time injury is one which prevented the injured man's return to work on his next regular day, shift or
turn; or which results in some permanent bodily impairment.
(3) The data for the number of p!ant», manhours, lost time injuries, and frequency rates for 1952 are final. The
requency rates for 1953 are preliminary rates.
(4) The information for quarries include pits, and sand and gravel operations.
Biennial Report of the Department of Labor 35
BUREAU OF ELEVATOR INSPECTIONS
Prvor E. Sugg, Supervisor
North Carolina was the first State in the
South to adopt and put into effect a State
Safety Code for Elevators, Dumbwaiters and
Escalators. This was accomplished during the
late 1930's under the administrations of Com-missioners
A. L. Fletcher and Forrest H. Shu-ford.
At that time. North Carolina was sur-rounded
by states which had no elevator regu-
Pryor E. Sugg lations. For some years following adoption of
our State Elevator Code, we had many prob-lems
with architects and elevator concerns from other states, who were
doing business in North Carolina, concerning compliance with our
Code.
Many of these probleins have gradually been eliminated. In fact,
some of the elevator companies in North Carolina advise us that
elevator purchasers in adjoining states frequently require that their
elevators and equipment be constructed and installed in accordance
with the North Carolina Code. The reason for this is that without a
state law and supervision, many of the main safety features of an
elevator can be left off without hindering the normal operating effi-ciency
of the elevator. However, economizing at the expense of safety
has proven to be a way of inviting disaster. Realizing this, a few other
Southern states have adopted elevator codes.
Our State law requires that all elevators, dumbwaiters and escala-tors
be constructed and installed in accordance with the provisions
of the Elevator Safety Code of the American Standards Association.
These requirements and their enforcement furnish assurance that
elevator buyers will obtain all of the features which are essential to
safety.
The duties of the Bureau of Elevator Inspections are to review
and pass upon all plans and specifications submitted to this Depart-ment
prior to the installation of elevators. The Bureau also tests all
such equipment after it has been installed and issues certificates au-thorizing
its operation after compliance with the State Code has been
established. The Bureau also makes routine inspections of existing
elevators as frequently as possible.
36 Biennial Report of the Department of Labor
Owners and purchasers of elevator equipment depend largely upon
this Bvn^eau for advice on elevator problems because of their knowl-edge
that we represent the public interest as regards safe construc-tion
and maintenance. There is no charge for the Bureau's services.
North Carolina is going forward with vertical transportation. A
total of 426 elevator, dumbwaiter and escalator installations were
completed in the State during the 1952-54 biennium at an estimated
cost of $3,760,276. Modern and up-to-date elevators and escalators with
high speed and complicated control devices are constantly being in-stalled.
The time required for reviewing the plans and specifications
for these installations is much greater than that required for low rise
and slow speed elevators.
We spend a great deal of time with elevator owners in efforts to
convince them that it is safer and more economical to replace elevators
rather than spend the money required to revamp old and obsolete
equipment. Much time and effort is required in discouraging the use
of unsafe, improvised elevators such as electric hoists attached to a car
which has no safety devices. Serious injuries and fatalities are the
likely result of the use of such equipment.
A summary of the work of the Bureau is contained in Table 7.
TABLE 7
BUREAU OF ELEVATOR INSPECTIONS
' SUMMARY OF ACTIVITIES JULY 1, 1952—JUNE 30, 1954
Approval of plans and specifications for new installations 361
Approval of plans and specifications for major repairs and
alterations of existing installations 42
Test and inspection of new elevator installations 362
Test and inspection new dumbwaiters 57
Certificates issued for new installations 402
Regular inspection of existing elevators 1,219
Elevators condemned for future use 18
Compliance inspections 327
Elevator accidents investigated 8
Conferences with various elevator concerns and city building officials 145
Test and inspection of new escalators 8
Biennial Report of the Department of Labor 37
BUREAU OF BOILER INSPECTIONS
S. F. Harrison, Supervisor
The North Carolina Boiler Law is an impor-tant
factor in the protection of life and prop-erty
from the disastrous results of high and
low pressure boiler and hot water tank ex-plosions.
The usefulness of this law increases
proportionately with the growing power de-mands
of an industrially expanding State.
Without an inspection service adequate to
determine the need for periodic boiler repairs
S. F. Harrison and replacements, boilers will deteriorate inore
rapidly and the likelihood of expensive and
destructive explosions will increase. When an inspection is made by
either the State Boiler Inspector or by an Insurance Company In-spector,
the owner or operator of the boiler inspected is instructed
in the safe care and maintenance of his boiler. Such instruction helps
the boiler and tank owners financially. It also undoubtedly helps
to prevent explosions.
The North Carolina Boiler Law, which is strictly a safety measure
to prevent loss of life and property, covers all high pressure boilers,
low pressure boilers, hot water boilers and hot water supply tanks,
except those which are specifically exempt under General Statute
95-60.
According to all reports received by the Boiler Bureau during the
1952-1954 biennium, there was only one tank explosion which resulted
in an estimated $300.00 damage to building and damaged several hun-dred
bushels of wheat next door. This w^as a 45-gallon gas-fired tank lo-cated
in a cafe. There were two furnace explosions of low pressure
boilers, causing one death and seven persons severely burned, with
minor property damage. One hot water jacketed boiler (being used
as a stove) exploded, injuring three people seriously. No high pres-sure
or low pressure boiler explosions were reported to us during
the biennium.
During the last two years, this Bureau gave priority to individual
and special requests for boiler inspections. We operated with a staff
of four inspectors and four office employees at the end of the bien-nium.
The first two months of this biennium, we had only one boiler
inspector. By September, 1952, we had three inspectors and in Feb-
38 Biennial Report of the Department of Labor
ruary, 1953, we had four, making a total of three full-time field boiler
inspectors and the Chief Boiler Inspector.
The Supervising Boiler Inspector, who is located in Raleigh,
spends a considerable portion of his time in the office handling es-sential
correspondence and supervising all phases of the Bureau's
work. This work includes checking the inspection reports sent in by
Insurance Company Boiler Inspectors, who are authorized representa-tives
of the State insofar as inspection of insured boilers is concerned,
checking blue prints on shop inspected boilers and tanks in instances
in which the State Inspector makes the shop inspections, making
field assembly inspections in cases where the boilers are assembled in
the field.
The Supervisor has the responsibility of seeing that all boilers
operating in the State are in compliance with the Boiler Law.
One State Boiler Inspector is located in Charlotte, making inspec-tions
in the southwestern part of the State and shop inspections; one
NORTH CAROLINA BOARD OF BOILER RULES
Frank Crane, Chairman. W. E. Shuping, Jr., Repre-senting
insurance com-panies.
Left to right: Wilkes C. Price, representing licensed heating contractors; W. W.
Lloyd, representing operating engineers; R. Gordon Thomas, representing boiler
manufacturers; W. H. Ruffin, representing owners and users.
Biennial Report of the DepartxMent of Labor 39
State Boiler Inspector is located in High Point, making inspections
in the northwestern part of the State. One State Boiler Inspector is
located in Greenville, making inspections in the eastern part of the
State. This gives us a fair coverage of the State.
A detailed statistical explanation of the operations of the Boiler
Bureau will be found in the accompanying tables concerning inspec-tion
activities, revenues received and Boiler Bureau expenses from
July 1, 1952, to June 30, 1954.
TABLE 8
REPORT OF BOILER BUREAU
REVENUE RECEIVED FOR BIENNIUM JULY 1, 1952 THRU' JUNE 30, 1954:
Certificates fees $16,285.00
State inspections 40,606.02
Insurance Company Commissions 896.00
North Carolina Symbol Stamp 30.00
Welders Tested 715.00
TOTAL $58,532.02
TABLE 9
COMBINED REPORT OF INSPECTORS' PRODUCTION ACTIVITIES
Number of
Inspections Income
Externals 1,818
External fees collected $ 5,845.00
External fees due 1,525.00
Internals 2,463
Internal fees collected 8,706.00
Internal fees due 5,014.00
Generals 6,162
General fees collected 3,329.00
General fees due 13,515.00
Specials 49
Special fees collected 500.00
Special fees due 788.00
Shop inspections 88
Shop fees collected 260.00
Shop fees due 2,190.00
Field assembly inspections 9
Field assembly fees collected 20.00
Field assembly fees due 240.00
Welders Tested 7 715.00
Travel collected for specials, shop and field assembly
Inspections 276.80
40 Biennial Report of the Department of Labor
Travel due for specials, shop and field assembly
Inspections 703.18
TOTAL Inspections 10,596 $ 43,626.98
. Disbursements
1 ravel paid to Inspectors $ 9,698.76
Total salaries paid to Inspectors 29,151.68
Total amount paid to Inspectors $ 38,850.44
Inspectors' Income to Department 43,626.98
Total Inspectors' income in excess of disbursements $ 4,776.54
TABLE 10
BOILER BUREAU ACTIVITIES ^
Investigations . 2
Accidents , 7
Compliance visits 1,089
Conferences 49
Boilers found insured 348
Boilers found out of use 124
Firms found out of business 94
Boilers or tanks condemned 51
Boilers junked 6
Complaints 2
Tank Explosion Investigated 1
Boiler Explosion Investigated 1
Boiler Furnace Explosion 2
TABLE 11
BIENNIAL REPORT OF BOILER BUREAU
JULY 1, 1952 THRU' JUNE 30, 1954
Reports received 28,509
Bills sent out 23,486
Certificates issued 23,384
Repair Letters 7,027
Correspondence
Dictated 1,620
Composed 858
Follow-up Letters 12,358
Compliance 5,742
Total Fees Received $58,532.02
Biennial Report of the Department of Labor 41
TABLE 12
BUREAU OF BOILER INSPECTIONS
REVENUES AND EXPENSES JULY 1, 1952—JUNE 30, 1954
Attending Board Meetings $ 92.15
Salaries and Wages 48,190.18
Office Supplies and Printing 1,222.93
Postage, Telephone and Telegrams 2,459.16
General Expense, Bonding Employees, Repairs 1,348.53
Travel Expense 9,945.56
Office Equipment 1,328.13
Total expense 64,586.64
Appropriated 8,753.00
Collections 58,169.34
Total Income 71,290.00
Less: Total Expense 64,586.64
Amount Reverted 6,703.36
State Inspection Fees Due $ 1,245.00
Insurance Inspected Boilers, Certificate Fees Due 264.00
TOTAL DUE $ 1,509.00
Repairs Pending 809
MINE AND OUARRY INSPECTIONS
J. L. Fitzgerald, Mine Inspector
Production in the North Carolina mining
and quarrying industry increased noticeably
during the 1952-54 bienniuni. This increase
\vas due to a stepped-up demand by the federal
government lor mica, tungsten and asbestos,
and continuation of the State's extensive sec-ondary
road building program.
Notwithstanding the increase in produc-tion,
there was an outstanding improvement
J. L. Fitzgerald in the industry's safety record during the bien-ninn,
compared with the previous two-year
period. During 1951 and 1952 there were 15 fatalities in the mining
and quarrying industry. In 1952 and 1953 there ^vere only two fatal-ities—
one in a mine and the other in a quarry.
Two mine inspectors ^vere kept busy making inspections and
promoting safety in the industry during the biennium. Only one
inspector was available for this ^vork during half of the preceding
biennium.
42 Biennial Report of the Department of Labor
A large increase in mica production occurred during the biennium
due to the federal government's effort to build up a strategic stock-pile
of this vital defense mineial. Premium prices were paid for ruby
and green mica. The greater part of the nation's mica product comes
from a few western North Carolina counties. The mineral is used
extensively in aircraft.
Tungsten production nearly doubled during the biennium. This
mineral also is an essential defense material, being used in the manu-facture
of high quality steel.
During the closing months of the biennium, a large scale develop-ment
for mining and refining lithium got under way in a few Pied-mont
counties. Lithium mining and processing is a comparatively
new enterprise for North Carolina. Large quantities of the element
will be produced when the facilities being developed begin full scale
operations.
TABLE 13
VIOLATIONS AND COMPLIANCES IN MINES, QUARRIES AND SAND AND GRAVEL PI'IS
July 1, 1952—June 30, 1954
Industry
Number
Establishments
Found In
Violation
State
Labor
Laws
Safety &
Health
Regulations
Totals
Mines, Quarries, Sand
and Gravel Pits
342 Violations
Compliances
13
17
765
703
778
720
TABLE 14
MINE AND QUARRY ACCIDENTS—1952 & 1953
Kind Total
Not
Compensable Compensable Minor Fatal
Days
Lost
Mica
Feldspar
Pyrophyllite and Talc
Tungsten
Kaolin
Olivine
48
92
118
441
58
4
2
114
415
157
31
46
42
170
26
2
24
171
94
14
30
29
110
13
2
2
10
128
27
3
16
47
160
19
80
115
36
1
1
737
1,248
1,187.5
3,061
1,003
33
192
382
7,521.5
Sand & Gravel 831.5
TOTALS 1,449 606 365 476 2 16,196.5
Biennial Report of the Department of Labor 43
TABLE 15
BIENNIAL REPORT—MINES, QUARRIES AND PITS��FOR YEARS JULY 1, 1952 to JUNE 30, 1954
No.
Oper.
No.
Emp.
Executive
& Office
Payroll
Other
Employees
Payroll
Quantity
in Tons
Value
State Highway Quarries
—
Stone 30
38
17
34
69
1
1
8
3
3
6
5
684
1433
338
256
496
22
433
239
188
36
25
185
$ 72,683.80
963,442.85
379,317.92
152.649.87
167,253.05
27,570.98
285,486.85
171,438.24
32,356.46
14,187.92
6,600.00
242,186.61
$ 1,320,301.75
7,669,659.88
1,757,257.11
650,012.89
1,340,295.78
47,894.66
3,093,373.29
1,045,695.54
800,950.68
118,330.92
54,375.73
738,045.35
3,476,122.15
20,205,273.94
7,727,018.84
530,699.35
111,605.20
51,380.00
362,843.00
235,856.17
568,161.53
19,187.80
6,007.83
476,846.64
S 4,204,086.70
30 558 848 62
7 007 928 30
Feldspar
Mica. _
Umenite 0952) . _ ._
1,398,019.30
3,644,187.13
177 295 79
Tuncsten
Pyrophyllite & Talc
Kaolin
Olivine
Asbestos _ _
Miscellaneous
(Closed in 1953)
12,640,702.32
3,093,121.48
796,059.00
200.297.96
33,575.40
2,014,684.23
TOTALS..-- 215 4335 J 2,515,174.55 S 18,636,202.58 33,774,002.45 $ 65,768,806.23
CONSTRUCTION SAFETY INSPECTIONS
James E. Fisher, Construction Safety Inspector
The promotion o£ safety and accident pre-vention
in the construction industry was started
by the Department of Labor on June 1, 1953.
The major problem confronting the Depart-ment
was ho^v best to launch this work in a
highly dispersed, yet very hazardous, industry
^\ X^ 1^
which hitherto had never been approached
l^^^k ' ^ Mm||||| with the idea of preventing accidents on an
HHAakaHHH industry-wide scale.
James E. Fisher With only one employee specially trained
and experienced in the problems of the con-struction
industry, the Department decided that the best approach
would be to start out on a program of "selling" management upon
the need and desirability of setting up safety programs in the indivi-dual
companies, rather than attempting from the start to concentrate
exclusively upon inspection ^vork.
During the concluding year of the biennium, almost every contrac-tor
in the State was contacted with the idea of setting up long range
programs for promoting safety on construction projects. The construc-tion
safety inspector was immediately successful in assisting seven
companies in setting up safety programs suitable to their individual
needs. These seven companies have all reported favorable records at
the end of their first six months of organized accident prevention work.
44 Biennial Report of the Department of Labor
While it has not been possible to convince every contractor of the
need for a safety program in his company, the Department has been
successful in persuading a majority of members of the industry to keep
records of their accidents. This has a two-fold purpose. First, it fur-nishes
the Department with information from which statistical re-ports
can be compiled and furnished to the industry. Second, it helps
to make the individual contractor cognizant of his own problems,
and furnishes him a means of measuring the success of his accident
prevention efforts.
Educational materials have been compiled at intervals and sent
out to key personnel in the construction industry. For example, a
pamphlet was prepared which dealt with accident causes in trenches
and excavations. Sent to all members of the construction industry,
this pamphlet drew favorable comment from several contractors.
Also, for the first time, a two-year statistical comparison of the number,
cause, and type of construction injuries w-as compiled and circulated
to the industry.
As this initial promotional work neared completion, the construc-tion
safety inspector began to concentrate more upon project inspec-tions.
A total of 58 individual project inspections were completed dur-ing
the last two months of the biennium. In the course of these in-spections,
every effort was made to work with the job superintendent
in working out the maximum degree of safety in all of the project
operations. Whenever violations of the N. C. Construction Industry
Safety Code were found, they were discussed with the project super-intendent
and steps were taken to correct them.
Another important feature of the construction safety inspector's
work is the investigation of accidents. A total of eight accidents, six
of which involved fatalities on the job, were investigated during the
concluding year of the biennium. In these investigations, every detail
of the accident was looked into and every possible effort was made to
ascertain the cause. At the completion of every investigation, recom-mendations
were made to prevent recvnrence of the accident.
From time to time, the construction safety inspector has met with
the supervisory personnel of various companies for the purpose of
pinpointing trouble spots in their safety programs. The inspector has
held a total of 182 conferences with contractors, employees and labor
representatives. In two instances, the inspector has figured out prac-tical
safety devices which have been installed on hoisting equipment
to prevent possible injuries to workers.
Biennial Report of the Department of Labor 45
At the end of a 12-nionth initial period of work in the construc-tion
industry ^vhich has ranged from project inspections and accident
investigations to organizing safety programs and "selling" the indus-try
on safety, we are pleased to report a growing interest and coopera-tion
on the part of construction management. As the program pro-gresses,
more and more attention can be given to routine project in-spections
and direct work with the project superintendents. It is on
this level that the real work of accident prevention has proven most
effective.
DIVISION OF CONCILIATION
Gail Barker, Director
In submitting this Biennial Report, the
Division of Conciliation wishes to extend
its sincere thanks and express its apprecia-tion
to the representatives of management
who bear the responsiblity for labor-man-agement
relations in the plants, shops and
factories of North Carolina, the union rep-resentatives
and committees representing
the employees in these industrial enter-prises,
and to the attorneys who practice in
this field, for the cooperation this Division
has received from them in performing the
duties and functions of conciliation and
mediation.
During the 1952-1954 biennium, 329 cases presenting unresolved
problems in labor-management contract negotiations, came to the
attention of the Division of Conciliation. These cases directly involved
more than 100,000 workers.
The Division also responded to requests for assistance in settling
grievances involving individuals and small groups of workers. Cases
of this type are not included in the 329 total. Also, frequent requests
for information about the conciliation, arbitration and related laws
were acted upon. Consultations, both in the offices and in the field,
on labor-management relations are handled as routine and on a day-to-
day basis and no attempt is made to record these matters statistically.
Representatives of the Division actively participated in 258 of the
329 cases, attempting to assist the parties in arriving at mutually satis-factory
settlements of their differences. Increasingly noticeable in the
Gail Barker
46 Biennial Report of the Department of Labor
v'V>^
/ ^Aii
U . ' ViT
i^'""
recent past was the disposition ot both labor and management repre-sentatives
to settle their problems by negotiation.
There were 47 strikes during the biennium. The Conciliation Di-vision
made strenuous efforts to help the disputants compromise their
differences, so that the losses to labor, management, owners and the
public could be held to a minimum. The 14 strikes and 21,686 man-days
idle during the second half of the biennium (July 1, 1953 to
June 30, 1954) are the lowest ever recorded in any fiscal year during
the 12 years of the Division's existence.
The 329 cases were distributed among 16 different industries (plus
a "miscellaneous" classification) , with finniture and lumber (56
cases) , textiles (47 cases) , and transportation (42 cases) leading the
others; these three industries also topped the list in the previous bien-nium
(1950-1952) . Table 16 gives a complete breakdown of the
distribution of cases by industry.
Table 17 presents a monthly summary, including fiscal year to-tals,
of the number of cases coming to the Division's attention, and
the approximate number of workers directly involved.
Table 18 presents a monthly summary, including fiscal year
totals, of strikes, workers idle, and man-days idle.
Table 19 presents a summary, on a calendar year basis, of the
number of cases, workers directly involved, number of strikes, workers
idle, man-days idle and the North Carolina percentage of the national
total of man-days idle. This table includes data from the year 1941,
when the Conciliation Division was created, through 1953.
Knowledge of an existing controversy generally was brought to
the attention of the Service by the initiating party desiring to amend
or terminate the existing contract, giving the thirty-day notice re-quired
by the Labor-Management Relations Act of 1947. These notices
were acknowledged promptly by the Service, with a copy of the ac-knowledgement
always being sent to the other party to the contract.
In order to encourage the parties to settle their own differences, it
Biennial Report of the Department of Labor 47
was constantly emphasized that it was our sincere hope that the parties
would reach amicable agreement through collective bargaining and
tree discussions.
Whenever the parties were imable to reach agreement through
their own endeavors, the services of the Conciliation Service were
offered. Contact was maintained with the parties during the thirty-day
notice period. In cases in which the parties had failed to reach
agreement during that period, a representative of the Conciliation
Service called the parties together and endeavored, through concilia-tion
and mediation, to bring about a meeting of minds and an
understanding concerning the issues in dispute.
One strike dominated the man-days idle total for the biennium.
This strike, of five weeks' duration, accounted for a little over 40
percent of all the man-days idle in the entire biennium. There were
other strikes which lasted longer, but none of them involved nearly
as many workers.
48 Biennial Report of the Department of Labor
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Biennial Report of the Department of Labor 49
TABLE 17
NUMBER OF WORKERS INVOLVED IN CASES COMING TO ATTENTION OF NORTH CAROLINA
CONCILIATION SERVICE DURING PERIOD JULY 1, 1952 to JUNE 30, 1954,
BY MONTH AND FISCAL YEAR.*
MONTH
1952-53
Number
Workers
Involved
1953-54
Number
Workers
Involved
TOTAL
July
August
September,.
October
November..
December..
January
February
March
April
May
June
68,018 33,838
8,573
4,266
1,909
1,577
6,402
1,177
6,907
2,047
11,880
8,996
4,800
9,484
3,339
1,371
1,822
1,032
1,752
1,045
2,609
2,758
955
6,325
9,359
1,471
•Source: North Carolina Conciliation Service; North Carolina Statistical Division; U. S. Department of Labor;
Federal Mediation and Conciliation Service and Unpublished data.
TABLE 18
STRIKES IN NORTH CAROLINA DURING PERIOD JULY 1, 1952 to JUNE 30. 1954,
BY MONTH AND FISCAL YEAR.*
MONTH
1952-53
Number Workers
Idle
Man-Days
Idle
(All Strikes)
1953-54
Number Workers
Idle
Man-Days
Idle
(All Strikes)
TOTAL
July
August
September..
October
November.
December...
January
February..
-
March
April
May.
June
13,883 239,584 1,404 21,686
3,413
254
248
197
35
1,333
1,236
2,365
4,802
23,043
3,655
14,732
3,250
350
7,446
23,210
55,954
107,944
210
124
30
103
260
132
545
450
696
300
2,200
750
14,360
2,930
*Source: North Carolina Conciliation Service; North Carolina Statistical Division; U. S. Department of Labor;
Federal Mediation and Conciliation Service and Unpublished data.
TABLE 19
LABOR-MANAGEMENT CASES AND STRIKES IN NORTH CAROLINA*
Percent
Year Number of Workers Number of Workers Man-days of National
Situations Involved Strikes Idle Idle Total
1941 State Concilia tion Service
Established 34
26
18,731
4,826
105,085
24,354
.5
1942 109 64,827 .6
1943 201 114,865 57 18,511 103,368 .8
1944 187 75,584 45 11,056 68,057 .8
1945 113 40,355 37 17,470 438,000 1.2
1946 109 37,424 56 14,400 452.000 .4
1947 193 61,212 37 16,000 542,000 1.6
1948 202 103,186 22 2,698 59,420 .2
1949 180 53,245 18 3,8,50 136,130 .3
1950 148 38,392 31 12,700 75,700 .2
1951 183 54,276 38 24,300 508,000 2.2
1952 173 63,557 37 15,600 277,000 .5
1953 160 54,475 25 10,100 196,000 .7
'Source: North Carolina Conciliation Service; North CaroUna Department of Labor, Statistical Division; U. S.
Department of Labor; Federal Mediation and Conciliation Service and Unpublished data
50 Biennial Report of the Department of Labor
ARBITRATION SERVICE
'A Ijii'-'
A LABOR contract without an arbitration clause is rare today. Latest
federal figures sliow more than 80 percent ot all contracts now re-quire
arbitration of grievances—as a last resort—through an impartial
third party. Little more than a decade ago, few did.
Early resistance to arbitration was largely due to refusal of the
contracting parties to surrender the right to make final decisions on
disputed issues. Now, they pretty much agree that an impartial view-point
is helpful in settling arguments over the day to day application
of contract terms.
The Department of Labor attempts to promote the settlement of
differences between labor and management. Through frank and open
discussion of their differences and by the mutual exercise of good
will, labor and management in North Carolina have been ab^e in
most instances to settle their problems peacefully and satisfactorily.
The assistance of the Conciliation Service often is instrumental in
bringing about such settlements.
Differences between labor and management are not always ironed
out in collective bargaining. In those instances where the parties are
unable to reach agreement, the machinery of arbitration established
under North Carolina Voluntary Arbitration Act is available to them.
This method has proved itself very useful by bringing about expedi-tious
decisions on the disputed issues.
The Voluntary Arbitration Act gives legal status to contracts en-tered
into by labor and management which provide for arbitration
of disputes which may arise in the future. Where the parties' contract
permits "demand" arbitration, the Act empowers the Commissioner
of Labor to appoint an arbitrator at the request of either party; the
Act further provides for the legal enforceability of arbitration awards
made under its provisions.
Biennial Report of the Department of Labor 51
Getting quick disposition of the disputed issues is one of the prime
attributes of arbitration. Because of that fact, the Department of
Labor makes all requests for arbitration a first order of business.
In accordance ^vith the provisions of the Act, the Commissioner
of Labor has maintained since 1945 a list of qualified, public-spirited
citizens who have served as arbitrators under the Act. The personnel
of the list of arbitrators has changed from time to time due to resigna-tions
and ne^v appointments. The present list of 18 arbitrators is
composed of men Avho have gained experience in previous government
or private arbitration work.
52 Biennial Report of the Department of Labor
LIST OF ARBITRATORS
Serving under the provisions of the Voluntary Arbitration Act of 1945
(Appointed by the Commissioner of Labor)
Barrktt, Gerald A., Chapel Hill, N. C, professor of business
law. University of North Carolina; member of panel of arbi-trators,
National Academy of Arbitrators, American Arbitra-tion
Association and Federal Mediation and Conciliation
Service; born, New York; A.B. degree, Lehigh University,
Bethlehem, Pa., LL.B. Colimibia University, Law School,
\ew York; before joining the faculty of the University of
North Carolina he was engaged in the private practice of
law; was director of Office of Economic Stabilization and
Office of Price Administration for the Territory of Hawaii
cUiring World War II.
Calhoon, Richard P., Chapel Hill, N. C, professor of per-sonnel
administration, University of North Caiolina; mem-l)
er of arbitration panel, American Arbitration Association
and Federal Mediation and Conciliation Service; born,
Sewickley, Pa.; A.B. University of Pitsburgh, 1930, M.A.
L'niversity of Pitsburgh, 1932, graduate work University of
Pittsbiugh, 1934, graduate Business Training College, Pitts-l)
urgh; assistant to factory manager, Ansco Company, 1936-'37;
industrial relations U. S. Rubber Company, 1937-'41; person-nel
director Kendall Mills, 1941 -'46; author, "Moving Ahead
on Your Job", McGraw-Hill, 1946, "Survey of Personnel
Administrator's Opinions", 1948; "Problems in Personnel
Administration", Harper and Brothers, 1949, "Relationships Between Wages, Wage
Payment Methods, and Personnel Efficiency in the Furniture Industry", 1951.
Davis, Lemuel H., Raleigh, N. C, lawyer and dairyman.
F.ngaged in private law practice, specializing in labor rela-tions.
Member North Carolina and Virginia Bar Association,
liorn, Davis, N. C, A.B. Wake Forest College, Law, Wake
Forest Law School, Graduate student, Columbia University.
Five years in school administration in Eastern North Caro-lina.
Nearly fourteen years with LTnited States Department
of Agriculture and as regional attorney (Richmond, Va.,
and Birmingham, Ala.) office of Solicitor, United States
Department of Labor.
Friedlaender, Marc^ Greensboro, N. C, professor. Depart-ment
of English, The Woman's College of the University of
North Carolina; member. Modern Language Association of
America, American Association of University Professors,
Arbitration Panel, American Arbitration Association; born,
Columbus, Georgia; A.B., Princeton University, M.A., Har-vard
University Law School; Ph.D., L^niversity of Chicago;
public panel member War Labor Board; author of various
articles in the field of belles lettres.
Biennial Report of the Department of Labor 53
LIST OF ARBITRATORS (Continued)
Guthrie, Paul N., Chapel Hill, N. C, professor of economics.
Department of Economics, University of North Carolina;
member, arbitration panels American .\rbitration Association
and Federal Mediation and Conciliation Service; charter mem-ber
National .\cademv of .\rbitrators; born, Greenville, Tenn.;
B.A., University of Tennessee, M.A. and Ph.D., Colinnbia
Universitv; anthor of various reviews; editor, "The Path I
Trod"; former vice chairman and public member, National
War Labor Board, Region IV; director disputes division. Na-tional
^Var Labor Board, Region I\'; chairman Southern Tex-tile
Commission; director wage stabilization. National ^Vage
Stabilization Board.
Heaton. George D., II, Charlotte, N. C, minister, Myers
Park Baptist Church; member: State Board of North Caro-lina
Baptists, Social Service Commission of Southern Baptist
Con\ention, commission on Evangelism, Federal Council of
Churches of Christ in America; active member of National
Preaching Mission since 1937; member the University Christ-ian
Missions; member of missions to military camps and mis-sions
to military chaplains; speaker at Southern Industrial
Relations Conference for past seventeen years; born, Parkers-burg,
\V. \'a., reared in Louisville, Ky.; graduate of Denison
University, Granville, Ohio, and Southern Baptist Theological
Seminary^ Louisville, Ky.; Doctor of Divinity, Georgetown
College.
HoBBS, R. J. M., Chapel Hill, N. C, Professor of Business Law
and Acting Dean of School of Business Administration of the
L'niversitv of North Carolina; member of North Carolina
State Bar Association; panel member of American Arbitra-tion
Association; member Board of County Commissioners
of Orange County; born, Guilford College, N. C; A.B. Guil-ford
College, LL.B. Columbia Lhiiversity; formerly engaged
in private practice of law in C^reensboro, N. C; Arbitrator
and panel chairman National War Labor Board.
Jenkins, Raymond, Salisbury, N. C, Professor and head of
department of English and dean of faculty, Catawba College;
member arbitration panels, American Arbitration Association
and Federal Mediation and Conciliation Service; member.
Modern Language Association and American Association of
Universitv Professors; born. New Platz, N. Y.; A.B. Cornell
University, Ph.D., Yale Lhiiversity, study at British Museum
and Public Records Office, London; formerly taught at L^ni-versity
of California. Los Angeles, New York University and
Duke' University; author, contributing to "Studies in Philol-ogy",
"Shakespeare Association Bulletin" and other publi-cations.
54 Biennial Report of the Department of Labor
LIST OF ARBITRATORS (Continued)
B»s^-3 Keister, Albert S., Greensboro, N. C, professor and head of
Department of Economics, Woman's College, U.N.C., since
1924; member board of directors Guilford Nat. Bank and Gate
City Sav. and Loan Asso.; editor Southern Economic Journal;
arbitrator, American Arbitration Asso.; born, Dayton, Ohio;
A.B. Otterbein College, A.M. Columbia Univ., Ph.D. Univ. of
Chicago; professor of economics, Cornell College, Iowa, 1911-
'20; asst. professor of finance, Univ. of Chicago, 1920-'24; re-search
economist N. C. State Tax Com. summers of 1928-
'29-'30; member city council and chairman of finance com-mittee,
City of Greensboro, 1933-'39; consultant National
Resources Planning Board, 1941; public panel member and
arbitrator, Nat. War Labor Board, 1942-'45. Visiting professor. Universities of Chi-cago,
California and N. C.
Lee, Robert E., \Vake Forest, N. C, professor of law, imme-diate
past dean AVake Forest Law School; member. Arbitra-tion
Panels, American Arbitration Association and Federal
Mediation and Conciliation Service, N. C. General Statutes
C:ommission, N. C. Commission to study laws of Domestic
Relations; former Sec.-Treas. American Business Laws As-sociation
(1941 -'46) ; Law faculty. Temple University, (1929-
l")) , professor of law, U. S. Army University, Shrivenham,
England, (1945-'46) ; legal columnist, Philadelphia In-cjuirer
for several years and recently for a group of N. C.
newspapers; Regional chief counsel. Office of Price Admin-istration
(1951 -'53) ; author: "Advanced Business Law, "
"Law of Contracts," "Cases on Contracts"; contributor, legal periodicals and en--
cylopedias; born, Kinston; B.S. and LL.B. ^Vake Forest College; M.A. Columbia
University, LL.M. and S.J.D. Duke University, postgraduate study at N. Y. Uni-versity
and University of Pennsylvania.
LivENGooD, Charles H., Jr., Durham, N. C, professor of law
and Ihiiversity marshal, Duke University; member Arbitra-tion
Panels, American Arbitration Association and Federal
fl| Mediation and Conciliation Service; chairman. Committee
-, ... ^P, on \\'age-Hour Legislation, American Bar Association; Com-mittee
on labor law, N. C. Bar Asociation; council, Labor
Law Roundtable, American Association of Law Schools; mem-ber,
American Law Institute, American Judicature Society,
American Association of University Profesors; Lt.-Cmdr.,
USNR (ret.) ; Admitted N. C. bar (1935) , N. Y. bar (1936) ;
associate, law firms. New York City (Root, Clark, Buckner &
Ballantine, 1934-37; Townsend and Lewis, 1937-40) ; chief,
wage-hour section, office of U. S. Solicitor of Labor (1940-'42) ; military service
(1942-"45) ; member, law firm, Durham, N. C. (Kennon & Livengood, 1945-'48) ;
lecturer in labor law (University of N. C, 1948; George Washington University
1949) ; consultant, U. S. Senate Subcommittee on Labor-Management Relations
(1950); associate editor, "Journal of Legal Education" (1951-'52) ; public member.
Wage Stabilization Board, Region IV (1952-'53) ; author, "The Federal Wage and
Hour Law" (1951; rev. ed., 1952), and articles in various legal periodicals; born,
Durham. N. C; A.B., Duke University; LL.B., Harvard University.
Biennial Report of the Department of Labor 55
LIST OF ARBITRATORS (Continued)
Lynch, Herbert A., Charlotte, N. C, Engineer (Industrial
and Management) , Herbert Lynch & Associates (Management
Engineers) , Instructor, Extension Division, N. C. State Col-lege;
member, American Arbitration Association Labor Panel,
Professional Engineers of N. C, National Society of Profes-sional
Engineers, American Institute of Industrial Engineers,
Society for Advancement of Management, National Associa-tion
of Cost Accountants, Charlotte Engineers Club; Past
member, Dupont Rayon Co., Richmond, Va. (Foreman) ;
Eagle Pencil Company, New York, N. Y. (chief Ind. Eng.)
,
Research Division N.Y.LI. (Research Assoc.) , Supervising
Engineer, J. D. Woods & Gordon, Toronto, Canada; Author:
"Basic Motion Timestudy" and "Rating of Timestudies"; Born, Wilmington, N. C;
B.S., N. C. State College; M. New York University; Dr. New York University.
r^
Maggs, Douglas B., Durham, N. C, professor of law, Duke
I'niversity; member bars of North Carolina, California, Dis-trict
of Columbia and V. S. Supreme Court; arbitration
panels, American Arbitration Association and Federal Media-tion
and Conciliation Service; visiting professor of law at
Columbia University, Yale University, University of North
Carolina, University of Chicago, Cornell; Solicitor U. S. De-partment
of Labor, 1943-'45; chief legal consultant, Office
of Emergency Management 1942-'43; chief consultant, Boartl
of Economic Warfare. 1942: special assistant to U. S. Attor-ney
General, 1938-'39, 1942-'43: chief. Wage Hour Unit, U. S.
Department Justice, 1939; general editor, selected "Essays on
Constitutional Law" and author, articles in various legal periodicals; born, San
Francisco, California; A.B. and J.D., University of California, S.J.D., Harvard.
Memory, Jasper L., Jr., Wake Forest, N. C, professor of edu-cation,
director of placement and director Summer Session,
Wake Forest College; editor. Wake Forest College Alumni
News 1936-'46; chairman, Merit System Council of North
Carolina 1943-'53; member. Arbitration Panel, American
.\rbitration Association; supervisor. North Carolina High
Schools 1925-'29; formerly: accountant. Bank of Whiteville;
operator, cotton gin, Whiteville; author, "Elementary Statis-tical
Techniques", "Selected Prose of John Charles McNeill";
co-author, "North Carolina High School Manual"; born,
Whiteville, N. C; B.A., Wake Forest College, M.A., Columbia
University, New York City.
Millar, William H. F., Waynesville, N. C; Attorney, (Mil-lar,
Medford and Millar) ; Secretary-Director, Aladdin Indus-tries,
Inc., Nashville, Tenn.; Aladdin Radio Industries, Inc.,
Nashville, Tenn.; Member, Panel of arbitration American
Arbitration Association; Formerly member Law Firm Lever-ing
and Millar, Chicago, 111.; Born, Chicago, 111.; LL.B. Chi-cago
Law School.
56 Biennial Report of the Department of Labor
LIST OF ARBITRATORS (Continued)
Soule, William C, Wake Forest, N. C.
Professor of Labor Law,
February .
Wake Forest
28, 1920
College
July 26, 1953
Spf.ngler, Joseph J., Durham, N. C, professor of economics
and business administration, director of graduate studies in
economics and business administration, Duke University,
Durham; member, American Arbitration Asociation and
American Statistical Association; Member Social Science Re-search
Council; public member. War Labor Board; regional
executive, Office Price Administration; consultant: U. S. De-partment
of Agriculture, National Resources Board, U. S.
Treasury; author and contributor to many economic, socio-logical
and related professional journals and publications;
born, Pit]ua, Ohio; A.B., M.A., Ph.D., Ohio State University.
Wettach, Robert H., Chapel Hill, N. C; Professor of Law,
University of North Carolina; Member, North Carolina Bar
Association; arbitrator, American Arbitration Association;
Member, National Academy of Arbitrators; Past: public panel
member. War Labor Board (1942-'45) ; Dean of Law School,
University of North Carolina (1941-'49) ; Chairman, N. C.
Insurance Law Revision Commission (1944-'47) ; Assistant
Attorney General of North Carolina (1938-'39) ; member of
drafting committee for N. C. Arbitration Act and N. C.
Conciliation Act; Articles in legal periodicals; born, Pitts-burgh,
Pa.; A.B., M.A., LL.B., University of Pittsburgh;
S.J.b., Harvard.
Wolf, Harry D., Chapel Hill, N. C, Professor of Economics,
Director, Institute of Industrial Relations, University of
North Carolina, Chapel Hill; Member, North Carolina Un-employment
Commission since July, 1941; Charter Member,
National Academy of Arbitrators; Arbitrator, American
Vrbitration Association and Federal Mediation and Concilia-tion
Service; Past Associate and Public Regional Member,
National W^ar Labor Board; Member, Industry Committee
Fair Labor Standards Act; Draftor, Statute creating North
Carolina Department of Labor; Author: "The Railroad Labor
Board (1927) ", "Collective Bargaining on The Railroads" in
"How Collective Bargaining Works (1942) "; Born, Sheldon,
Illinois; B.S., Kansas State Teachers College, Emporia; M.S. ancl Ph.D., University
of Chicago.
» Biennial Report of the Department of Labor 57
DIVISION OF APPRENTICESHIP TRAINING
C. L. Beddingfield, Director
The North Carolina apprenticeship law
is designed as a working arrangement
whereby committees of employers and em-ployees,
^vorking together, or individual
employers, or companies, may promote the
training of young workers in the skilled
trades of industry; provide reasonably con-tinuous
employment; guarantee a living
wage; and provide thorough on-the-job
training in all phases of the several skilled
trades, supplemented by related technical
training.
C. L. Beddingfield The first consideration of the appren-ticeship
program is the welfare of the ap-prentice.
It is a known fact that the interests of employers, employees
and the public will be served best when the interest of the apprentice
is constantly in the forefront.
The Apprenticeship Act provides for the appointment of a State
Apprenticeship Council by the Commissioner of Labor, with equal
representation of employers and employees. It provides that the Com-missioner
of Labor shall be Chairman of the Council and the State
Supervisor of Trade and Industrial Education, Vice-Chairman. The
law also provides for the appointment of a Director of Apprenticeship,
whose responsibility, with the advice and guidance of the Council, is
to promote a State-wide voluntary apprenticeship training program
covering all of the skilled trades requiring two years or more to be-come
a skilled craftsman. The purpose of this law is to insure that a
sufficient number of skilled craftsmen will be trained to meet the needs
of industries in the State.
APPRENTICESHIP COUNCIL
The composition of the State Apprenticeship Council at present
is as follows: Frank Crane, Commissioner of Labor, Chairman; M. D.
Thornburg, State Supervisor of Trade and Industrial Education, Vice-
Chairman; C. L. Beddingfield, Director of the Division of Apprentice-ship
Training, Secretary; and three members representing employers
and three representing employees, as listed below:
58 Biennial Report of the Department of Labor
NORTH CAROLINA STATE APPRENTICESHIP COUNCIL
r ^
^
Left to right: Frank Crane, Chairman; M. D. Thornburg, Vice-Chairman.
EMPLOYER REPRESENTATIVES
\
Left to right: Dwight L. Casey; A. J. Fox; George Arthur.
EMPLOYEE REPRESENTATIVES
Left to right: Henry C. Sawyer; Lloyd D. Hardy; W. L. Causey.
Biennial Report of the Department of Labor 59
Employer Representatives Employee Representatives
Dwight L. Casey, Carolinas Chapter \V. L. Causey, Business Agent
Manaoer Plumbers and Steamfitters
National Electrical Contractors Local Union 640
Association 128 North Davie Street
Charlotte, N. C. Greensboro, N. C.
A J. Fox, General Contractor Henry C. Sawyer, Business Representative
Raleigh, N. C. International Brotherhood of Electrical
Workers, Local 553 (AFL)
George G. Arthur, Director Durham, N. C.
of Training
Champion Paper & Fibre Company Lloyd D. Hardy, Vice-President
Canton, N. C. Raleigh Central Labor Union
Raleigh, N. C.
During the biennium there Tvere four changes in the personnel
of the State Apprenticeship Council. Forrest H. Shuford, Chairman,
L. P. Kennedy, E. D. Faires and E. T. Dority were lost.
The unexpected death of the honorable Forrest H. Shuford took
from the Council its chairman. Mr. Shuford had spent a great deal
of time and energy in trying to show the people of the State the neces-sity
of sound apprenticeship training by industry in order that skilled
craftsmen would be available to man the skilled jobs in the State and
to establish a skilled labor supply that would attract other industries.
Mr. Shuford always felt that apprenticeship was the route by which
young people could rise to eminence as skilled craftsmen and that
without craftsmanship the vision of the architect and the blueprint
of the engineer could not be transformed into actuality.
Mr. L. P. Kennedy found it necessary to resign due to increased
responsibilities in his work. Mr. E. D. Faires resigned to devote all
his time to his job and Mr. E. T. Dority retired from his trade as
machinist.
The four new members of the Council are Mr. Frank Crane, Com-missioner
of Labor, appointed by Governor Umstead as successor to
Mr. Shuford as Commissioner of Labor. Mr. Dwight Casey, Manager
Carolina Chapter National Electrical Contractors. Henry C. Sa^\yer,
Business agent for electrical workers Union No. 553, Durham, N. C.
and Lee Causey, Business Agent for Plumbers and Steamfitters Local
Union No. 640, Greensboro, N. C. All four of the new members are
strong advocators of apprenticeship training.
The Apprenticeship Council is now recognized as the sole regis-tration
authority for apprenticeship training in North Carolina in
connection with the National Defense Training Program, which in-
60 Biennial Report of the Department of Labor
eludes improvement of working skills and advanced workers' train-ing.
The Council works in close cooperation with other State and
Federal agencies in the advancement of this program. It also serves
as the certifying agency for registered apprenticeship training pro-grams
in connection with the deferment of apprentices from the draft
until their training has been completed. It is the approving agency
for all apprenticeable trades and occupations for veterans training
under Public Law 550 passed by the 82nd Congress.
At the beginning of the biennium it was thought that the fluctua-tion
in registered apprenticeship programs and registered apprentices
had leveled off and that the number of programs and apprentices in
training would remain on a constant level for the next few years. How-ever,
there has been a constant increase in both the registered appren-ticeship
training programs and apprentices training under these pro-grams.
The biennial report of June 30, 1952 gave a total of 2,514 active
apprenticeship training programs registered in the state with 2,965
apprentices training under these programs.
During the biennium 1952-1954 a total of 1,607 new programs
were approved and registered and 3,788 additional apprentices were
registered. A total of 438 programs were cancelled during the bien-nium.
A total of 1,152 apprentices completed their training; 108 were
suspended for the duration of their military service; and 1,926 regis-trations
were cancelled. The large number of cancellations was due
to the refusal of veterans to complete their training after their G.I.
subsistence benefits had been exhausted.
COMPLETIONS
The 1,152 apprentices who completed their training during the
biennium were awarded their Certificates of Completion. These ap-prentices
have now taken their places as skilled craftsmen in the in-dustries
of the State. As of June 30, 1954 a total of 2,679 apprentices
had received Certificates of Completion since the beginning of the
State apprenticeship training program. Tables 23 and 24 present in
detail the distribution of these former apprentices by industry and
by occupational groups.
Our records indicate that there will be 600 or more apprentices
completing their training each year through 1956.
Other on-the-job training programs: Dining the biennium 161
training programs for other on-the-job training programs were ap-
Biennial Report of the Department of Labor 61
proved and certified to the Veterans Administration for training vet-erans
under tlie provisions of Public Law 550 in occupations that
were not apprenticeable but Avere component parts of apprenticeable
trades. The veterans trained under these programs in most cases ^vill
become production line workers in industries of the state.
The skilled labor market in most sections of the State continues
to sho\v a shortage of skilled workers and craftsmen. This fact indicates
that apprenticeship training must be further advanced in order to
meet the demands of the State's expanding industries.
TABLE 20
REGISTERED APPRENTICESHIP PROGRAMS, PARTICIPATING ESTABLISHMENTS,
AND APPRENTICES, BY TYPE OF PROGRAM
June 30, 1954
Type of Program*
All
types
Group
Joint Not^oint
Individual
Joint
Not-joint
No
Union
Union
Waiver
Programs, Total
Programs with no Apprentices
Programs having Apprentices _.
Establishments Participating in all Programs
Establishments Participating in Programs
having Apprentices ,
Apprentices, Total _
Apprentices per Program having Apprentices
Apprentices per EstabHshment in Programs
having Apprentices
1849
1S39
3960
2103
35S2
1.9
29
2
27
265
255
504
18.7
l.S
3636
1841
1795
3636
1795
2936
1.6
1.6
3.0
3.0
*Group joint More than one establishment participating, and a joint committee of labor and management
to effectuate the over-all program.
Group not-jomt More than one estabhshment participating, but the program affectuated by representatives
of one party only.
Individual joint One establishment only, with joint representation ol management and organized labor to effec-tuate
the over-all program.
Individual not-joint (No union) one establishment only, but the program effectuated by management only, because
of the absence of an interested union.
Individual not-joint (Union waiver) one establishment only, but the program effectuated by management only,
because union has waived participation.
62 Biennial Report of the Department of Labor
TABLE 21
REGISTERED PROGRAM—OCCUPATIONS, AND EXPECTED COMPLETION DATE OF
REGISTERED APPRENTICES, BY OCCUPATION GROUP
June 30, 1954
OCCUPATION GROUP
Occu-pation
Group
Code
(1)
Prog
Occups
Per
Occup-
Group
(2)
All Ex-pected
Com-ple-tions
Expected Completion Date
Before
1954 1958 1959 1960
349 3fi 12
2
1 2
1
26
3
4
4,5 fi
1
38
12
2
20
1
1
82
3
38 1
18 If) 10
4 2
1
i: 8 2
2
5
1 n
9
7
2
2
2
All Occupation Groups
Commercial Artist
Draftsman __
Laboratory Technician _ __
Photographer -_ -
Cook (Except Private Family)
Barber, Beautician —.
Technical and Persona! Service
(N.E.C.)
Brick, Stone, Tile Layer
Carpenter
Cement Finisher
Painter (Construction)
Plasterer
Plumber, Pipefitter
Roofer, Slater --
Construction Occupations (N. E. C.)
Electrician (Not Construction)
Electrician (Construction)
Machinist
Tool Maker, Die Sinker
Polisher, Buffer (Metal)
Machine Shop (N. E. C.)
.leweler , Watchmaker
Engraver
Sheet Metal Worker
Molder
Foundry Worker (N. E. C.)
Boilermaker
Structural Iron Worker
Metal Working Occupations
(N.E.C).
Auto Mechanic and Repairman
Millwright
Railroad Mechanic and Repairman,
Airplane Mechanic and Repairman __
Mechanic and Repairman (N. E. C.)
Compositor, Typesetter
Electrotypcr, Stereoiyper
Lithographer
Photocngraver
Pressman (Printing)
Printing, Publishing (N. E. C.),...
Stationary Engineer _
Hoistman , Craneman
Glazier
Miscellaneous Occupations
(N. E. C.)
Powerhouse Operator
Lineman __
Meatcutter (Excluding
Slaughterhouse) _ _
Nonmanutacturing (N. E. C.)
Baker
Loomfixer
Furrier
Milliner
Dressmaker
Tailor.
Cabinetmaker
Millman
Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder.
Painter (Not Construction')
Pattern Maker (Not Paper)
Manufacturing (Dccups. (N. E. C.)..
4895
5
1
76
210
291
22
113
62
382
4
60
11
323
137
6
10
13
188
21
1
1
13
13
1575
6
1
6
410
130
8
10
143
31
1
17
fi
1
75
55
8
I
170
17
70
8
16
26
12
7
55
3o82
1
6
2
2
63
141
269
6
46
70
339
1
70
8
485
128
9
10
1
174
g
1
11
5
793
4
1
1
274
118
14
7
103
19
10
3
61
51
30
6
12
1
86
48
6
23
14
3
40
172
23
19
1
5
16
25
4
36
2
1
8
2
7
n
3
6
3
2
1
]
5
1
1
1157
1
3
1
12
17
68
1
15
3
96
19
5
131
57
3
2
60
2
iPor content sec Table 6.
^Program—occupation is an occupation in a program. Because some programs include more than one occupation
total program-occupations exceed total program.
Biennial Report of the Department of Labor 63
TABLE 22
JOURNEYMEN EMPLOYED, AND ESTIMATED POTENTIAL APPRENTICES, BY OCCUPATION GROUP,
IN PROGRAMS CURRENTLY REGISTERED AND REPORTED TO THE BUREAU OF APPRENTICESHIP.
OCCUPATION GROUP'
All Occupation Groups
Commercial Artist —
Draftsman
Laboratory Technician
Photographer __
Cook (Except Private Family)
Barber, Beautician
Technical and Personal Service (N. E. C).
Brick, Stone, Tile Layer
Carpenter
Cement Finisher
Painter (Construction)
Plasterer
Plumber, Pipefitter _
Roofer, Slater
Construction Occupations (N. E. C.)
Electrician (Not Construction)
Electrician (Construction )
Machinist
Tool Maker, Die Sinker
Polisher, Buffer (Metal)
Machine Shop (N. E. C.)
Jeweler, Watchmaker _ __
Engraver
Sheet Metal Worker
Molder
Foundry Worker (N. E. C.)
Boilermaker
Structural Iron Worker
Metal Working Occupations (N. E. C.)
Auto Mechanic and Repairman _
Millwright
Railroad Mechanic and Repairman
Airplane Mechanic and Repairman
Mechanic and Repairman (N. E. C.)
Compositor, Typesetter
Electroty per, Stereoty per
Lithographer
Photoengraver
Pressman ' Printing)
Printing, Publishing (N. E. C.)
Stationary Engineer
Hoistman , Craneman
Glazier
Miscellaneous Occupations (N. E. C.)
Powerhouse Operator
Lineman -_
Meatcutter (Excluding Slaughterhouse)...
Nonmanufacturing (N. E. C.)
Baker __
Loomfixer
Furrier
Milliner
Dressmaker
Tailor
Cabinetmaker
Millman
Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder
Painter (Not Construction)
P .ttern Maker (Not Paper)
Manufacturing Occupations (N. E. C.)—
Occup.
Group
Code
0!
02
03
04
05
06
09
11
12
13
14
15
16
17
19
21
22
26
27
28
29
31
32
%S
34
35
36
37
39
41
46
47
48
49
51
52
53
54
55
59
61
62
63
69
71
72
73
79
81
82
83
84
85
86
87
88
91
92
93
94
95
96
Estimated
Journey-men
27,784
6
36
9
15
3
288
1,678
4,348
719
576
2,148
36
398
87
1,631
921
26
48
39
1,108
135
3
3
81
43
6,279
94
3
38
1,740
782
52
34
545
117
25
59
30
15
1,003
265
169
32
87
3
674
63
304
24
160
Apprentices
Actual
48
21
361
3,582
1
6
2
2
63
141
46
70
.339
1
70
8
485
128
9
10
1
174
6
1
11
5
793
4
1
1
274
118
14
7
103
19
10
3
61
51
30
6
12
1
86
48
6
23
14
3
40
Estimated
Potential
Ratio
Actual
Poten-tial
18,250
6
36
9
15
3
236
941
1,746
110
383
294
1,549
16
255
57
1,202
561
22
48
39
735
88
3
3
47
43
5,072
37
3
26
1,355
458
36
34
437
101
51
22
7
443
234
169
24
29
3
538
59
232
24
71
78
36
21
196
7.8
6.0
6.0
4.5
7.5
4.6
11.9
16.2
47.7
15.6
8.2
6.3
36.0
5.7
10.9
3.4
7.2
2.9
4.8
39.0
6.4
22.5
3.0
7.4
8.6
7.9
23.5
3.0
38.0
6.4
6.6
3.7
4.9
5.3
6.2
5.9
10.0
16.4
5.2
5.6
5.3
7.3
3.0
7.8
6.3
4.0
7.0
6.1
16.0
9.0
1.5
1.0
1.0
1.0
1.0
1.0
1.2
1.8
2.5
2.6
1.9
2.0
1.4
2.3
1.6
1.5
1.4
1.6
1.2
1.0
1.0
1.5
1.5
1.0
1.0
1.7
1.0
1.2
2.5
1.0
1.5
1.3
1.7
1.4
1.0
1.2
1.2
3.6
1.2
1.4
2.1
2.3
1.1
1.0
1.3
3.0
1.0
1.3
1.1
1.3
1.0
2.3
1.1
1.3
1.0
1.8
'For definitions see Table G footnote^.
64 Biennial Report of the Department of Labor
TABLE 23
ALL APPRENTICES COMPLETED BY INDUSTRIAL GROUP
JULY 1, 1952 -JUNE 30, 1954
, , _ Industry Number of
Industry Groups Group Apprentices
All Industry Groups 1152
Construction 1 552
Wood Products Mfg 2 45
Machinei7 Mfg 3 43
Metal Products Mfg 4
Auto Repair Services 5 270
Other Repair Services 6 5
Building Supplies Retail 7
Printing 8 92
Food Prepaiation 9 3
Personal Services 8
Manufacturing N. E. C X 25
Non-Manufacturing N. E. C R 4
TABLE 24
APPRENTICES COMPLETED BY OCCUPATION GROUP
July 1, 1952—June 30, 1954
Occupation Group
Occup.
Group
Code
No. of
Appren-tices
Occupation Group
Occup.
Group
Code
No. of
Appren-tices
All Occupation Groups 1152
1
8
85
111
17
48
171
19
2
116
41
3
1
1
78
3
1
6
227
46
47
48
49
51
52
53
54
55
59
61
62
63
69
71
72
73
79
81
82
83
84
85
86
87
88
91
92
93
94
95
96
99
Commercial Artist.. 01
02
03
04
05
06
09
11
12
13
14
15
16
17
19
21
22
26
27
28
29
31
32
33
34
35
36
37
39
41
Raih-oad Mechanic and Repairman
Airplane Mechanic and Repairman
Mechanic and Repairman
(N. E. C.)
Draftsman .
Laboratory Technician.
.
Photographer... . 43
Cook (Except Private Family)
Barber, Beautician ...
Compositor, Typesetter 39
Technical and Personal Service
(N. E. C.) 4
Brick, Stone, Tile Layer 42
Carpenter Printing, Publishing (N. E. C.)..._ 5
Cement Finisher
Painter (Construction)
Plasterer 5
Plumber, Pipefitter Miscellaneous Occupations
Roofer, Slater . (N. E. C.) 1
Construction Occupations (N. E. C.)
Electrician (Not Construction) Lineman . . . 3
Electrician (Construction). . Meatcutter (Excluding
Machinist.. ... 2
Tool Maker, Die Sinker Nonmanufacturing (N. E. C.)
Baker
3
Polisher, Buffer (Metal) . 1
Machine Shop (N. E. C.)
Jeweler, Watchmaker .. ._
Engraver... . Milliner
Sheet Metal Worker
Molder Tailor
Foundry Worker (N. E. C.) Cabinetmaker ... 24
Boilermaker 6
Structural Iron Worker Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder...
10
Metal Working Occupations
(N. E. C.) 17
Auto Mechanic and Repairman 1
Painter (Not Construction)
Pattern Maker (Not Paper)
Manufacturing Occupations
(N. E. C.)
1
6
Biennial Report of the Department of Labor 65
BUREAU OF LABOR FOR THE DEAF
J. M. Vestal, Chief
As I RESPECTFULLY submit this, my eleventh
biennial report, covering the period from
July 1, 1952 to June 30, 1954, I do so with
a spirit of optimism and an attitude of
satisfaction. Information which may not
appear herein may be obtained in our
previous reports. A glance at all of our
reports will show that we have made steady
M Wftmim progiess in every respect. Detailed refer-
^^K^^Ik|VVta|^^ ences outlining the purpose of this Bureau
lll^^^k ^^V VHH| as one of the divisions in the Department
aHHSk JBkl^H of Labor can be found in Section 7312 (j)
J. M. Vestal of the Consolidated Statutes of North Caro-lina.
In our efforts to follow the specified
duties we have run into increased problems which did not exist when
our division was set up but our major aim remains the same—that
of helping our deaf citizens secure gainful employment through
which they may become an asset to the State instead of a liability.
With two full-time employees, the chief and his secretary, this
Bureau continues to carry on an active campaign against unemploy-ment
among the group it serves. New trades resulting from mechanical
changes have not diminished the scope of our responsibilities, and
modern changes for improvements in this and future ages present
difficulties for us. We are confident, however, that with this Bureau
standing out as a clearing house our deaf will receive something more
than referral cards and letters of recommendations.
Excellent records with regard to absenteeism, tardiness and turn-over
still sustain our statement that it is good business to hire the
deaf. We have just checked our file from July 1, 1933 to June 30,
1954, and find that we have no record of any deaf person getting
killed while at work. Thirteen have been injured, largely due to
insufficient safety practice. On July 1, this year, Mr. Harvey Hopson,
a seventy-three-year old deaf man, retired after fifty-five years on the
same job, operating an electric paper cutter at the American Tobacco
Company in Durham. Mr. Hopson missed only six days of work
during all that time, being laid up at different times with a severe
cold. He came through all these years without injury, -^vhich fact
sets him up as one of the many safety motivated deaf employees.
66 Biennial Report of the Department of Labor
Our Bureau has kept in close touch with changes in the labor
market and, as a result, the labor situation oi our deaf citizens is at
its best. We are happy to report that in most instances we have been
successful in removing many barriers that prevented the deaf from
securing employment, and now it is our job to keep the barriers down
and destroy others that may come up.
With this report, I am presenting a table showing that in the
past biennium the Bureau registered 101 applicants. We placed 58
of these in jobs, and for various reasons 13 were cancelled, leaving
an active file of 30 to be carried over to the next bienniuni. Some
of these applicants have luifortunate limitations which will make it
necessary for them to vuidergo special training and progress through
experimental stages. That the deaf have stuck to their jobs and
given satisfactory service is evident because of the low turnover we
have had. This tenacity and devotion to duty has so far, enabled us
to make placements without encountering the difficulties we once
had to overcome.
By request, I have spoken twenty-three times this past biennium
at various conventions, banquets and special occasions—both to the
deaf and hearing groups. To the deaf I dealt with labor problems
and matters not clear to them, and to the hearing groups I spoke on
our program and gave information on matters about which they in-quired.
I also served as interpreter for officials in eleven cases
which involved deaf persons from other States who were violating
the Fund Raising Project Law by coming here to peddle without a
license or permit.
During the past biennium I made 93 official trips in this State,
covering 17,776 miles. Follow-up visits were made, checking up to
see if the placements were satisfactory to both the employer and the
employee. Contacts and interviews with employers and supervisors
concerning the possibility of employing additional deaf applicants
were made and inquiries were brought up about new job openings
in which the deaf might be employed. As usual, my field work has
been instrumental in the success we have had in making placements.
The employers have demonstrated a very cordial attitude towards
our groiq^ and have given them employment when conditions per-mitted.
Our educational program, started back in 1933, continues
to bring gratifying results.
With reference to the overall employment situation among oiu"
deaf citizens, on June 30, 1954, our file sho^vs that approximately 92
Biennial Report of the Department of Labor 67
jjer cent of them are employed. Those working in the manufacturing
plants earned an average Aveekly wage of $58.30. Those employed in
the printing trades earned an average weekly wage of $60.40. On daily
papers deaf linotype operators have a weekly average of $93.00. Our deaf
girls holding jobs as file clerks, typists, key-punch operators, address-ograph
and graphotype operators have earned an average of $195.00
per month. Our file sho^vs that from July 1, 1933 to June 30, 1954, we
have had 1,116 men and women to register with this Bureau seeking
\vork. Of this number we have placed 935 in gainful employment. De-ducting
the number placed from the number registered, we have a dif-ference
of 181, a majority of whom have married, left the State, died or
have been classified as unemployable. Needless to point out, those placed
in jobs have brought additional wealth to the State, both through
their productive abilities in action and from the taxes which they
have paid upon their income. We continue to have trouble with
room and house problems, especially for those offered jobs away
from home. This makes it impossible for us to place some of our
clients.
The best information we have been able to secure from other
States is that the labor situation among the deaf, in comparison with
that of our State, runs from 70 to 78 percent employed. We do not
have figures which -^vould make possible a realistic comparison, but
various school publications and other periodicals coming regularly
to us make references to the employment situation of their deaf and
\ve cite the above figures from this source. These other States do not
have agencies similar to ours.
It is with pardonable pride that I report the complimentary re-marks
made a year ago by t^vo deaf representatives from Canada.
These two men were on a survey tour in the United States, observing
the work being done for the deaf by various agencies. They spent
two days at our office and they were sho\vn and given information
concerning the function of our Bureau. When they left they con-gratulated
North Carolina and said that they had already covered
far more than half of the United States and that our set-up was the
best they had seen. They stated that they were very much encouraged
over having seen what they considered a model for starting an agency
in Canada.
In a nimrber of our previous reports we referred to organizations
and activities of the adult deaf in our State. With steady employment
at good wages, our deaf have been able to make progress in every
68 Biennial Report of the Department of Labor
way and broaden their avenues of activites. We have the North Caro-lina
Association of the Deaf, two divisions of the National Fraternal
Society of the Deaf, and the North Carolina Sunday School Association
of the Deaf. These organizations, along with this Bureau, are able to
give profitable services, either individually or collectively. Without
employment, the deaf would not have these channels of activities,
so they naturally feel proud and grateful for their progressive and
uplifting set-ups. Apparently, as the psalmist puts it, "Our lines
have fallen in pleasant places."
It is with profound gratitude that I repeat here

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UNIVERSITY OF
NORTH CAROLINA
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THE COLLECTION OF
NORTH CAROLINIANA
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Biennial Report
OF
The Department of Labor
JULY 1, 1952 TO JUNE 30, 1954
ISSUED BY
The North Carolina Department of Labor
FRANK CRANE, Commissioner
RALEIGH
Edited By The Information Service
Fall, 1954
Presses of
CHRISTIAN PRINTING COMPANY
Durham, n. c.
C 33 (
TABLE OF CONTENTS
Page
Letter of Transmittal 7
In Memoriani Forrest H. Shuford 9
Biennial Report of the Commissioner of Labor 13
Report of Expenditures 19
Division of Standards and Inspections 21
Wage and Hour Investigations 24
Industrial Safety and Labor Regulations Inspections 26
Special Safety Services 28
E levator Inspections 35
Boiler Inspections . 37
Mine and Quarry Inspections 41
Construction Safety Inspections 43
Division of Conciliation 45
Arbitration Service 50
Division of Apprenticeship Training 57
Bureau of Labor for the Deaf 65
I nforma tion Service 71
Division of Statistics 73
Index of Statistical Tables 125
ORGANIZATION CHART OF THE DEPARTMENT OF LABOR
General Assembly of North Carolina
Department of Labor
Federal Wage &
Hour Advisory
Unit
Commissioner
1
Division of
Standards and
Inspections
Bureau of
General
Inspections
Bureau of
Boiler
Inspections
Bureau of
Elevator
Inspections
Bureau of
Mine & Quarry
Inspections
Deputy Commissioner
Office Administration
and
Budget Accounts
State Labor Laws,
Safety and Sanitation
Regulations
Child Labor Certification,
in cooperation with Supts.
of Public Welfare
Fair Labor Standards Act,
Public Contracts Act; in
cooperation with Wageand
Hour and Public Contracts
Divisions, U. S. Depart-ment
of Labor
In cooperation with the Bureau
of Labor Statistics, U. S.
Department of Labor
Arbitration
Service
Division of
Conciliation
Division of
Apprenticeship
Training
Bureau of
Labor for
the Deaf
Information
Service
Division of
Statistics
^
ILLUSTRATIONS
Page
Commissioner of Labor 6
Forrest H. Shut'ord 8
Labor Building 12
Safety Advisory Board 30
Board of Boiler Rules 38
List of Arbitrators 52
State Apprenticeship Council 58
CHARTS
Value of Building Permits , 75
Child Labor Certificates Issued 76
Employment and Earnings 77
I'RA.NK Cra.ne, Cu/ninissiu>ie) uj Labor
LETTER OF TRANSMITTAL
To His Excellency
The Honorable Luther H. Hodges,
Cyovernor of North Carolina.
Members of tJie General Assembly of
The State of North Carolina.
Gentlemen:
In compliance Avith the General Statutes of North Carolina, I sub-mit
herewith a report of the work of the Department of Labor for
the biennium July 1, 1952 to June 30, 1954.
In transmitting this report to you, I wish to ackno^vledge the fine
cooperation of the heads of the various divisions of the Department
of Labor which made possible the record of sound and useful accom-plishment
and service to the people of North Carolina which this
Department rendered during the biennium.
Respectfully,
Frank Crane,
Cofnmissioner of Labor.
bf:-Tf^>
; ^ I -• :^'L-Forrest
H. Shuford
June 3, 1897 — May 19, 1954
IN MEMORIAM
FORREST H. SHUFORD
June 3, 1897—May 19, 1954
Commissioner of Labor
1938—1954
Employees of the Department of Labor from all sections of the
State attended the funeral rites of their well loved and respected
Commissioner of Labor, Forrest H. Shuford, in Raleigh on May 21,
1954.
Commissioner Shuford died in Washington, D. C, on May 19,
1954, while attending a U. S. Children's Bureau conference on chil-dren
of migratory workers. Mrs. Shuford was with him. Attending
physicians attributed his death to a cerebral hemorrhage.
Funeral services for Mr. Shuford were held at St. Saviour's Epis-copal
Church with Bishop E. A. Penick officiating, assisted by the
Rev. J. McDowell Dick, rector of The Church of the Good Shepherd.
Interment was at the MontlaAvn Cemetery near Raleigh.
The following are a few of the large number of editorial tributes
which Avere paid to Commissioner Shuford by the newspapers of
North Carolina:
Forrest H. Shuford—Public Servant
North Carolina sustained its second major loss within a week yesterday with
the sudden death in Washington of Forrest H. Shuford, Commissioner of Labor.
Strangely enough the circumstances of his death were similar to those in the
passing of Senator Clyde R. Hoey who had appointed him Commissioner of Labor
in 1938. Senator Hoey died at his desk in Washington on "Wednesday afternoon
of last week. Mr. Shuford was in Washington for an important conference when
he was stricken. Thus both men passed at their posts of duty.
Mr. Shuford had devoted more than 20 years to public service as an officer of
the State Department of Labor. He was serving as deputy commissioner in 1938
when Governor Hoey called upon him to become Commissioner after Major A. L.
Fletcher resigned. He was re-elected four times and the comparative ease with
which he won each election testified to the esteem in which he was held by the
voters of North Carolina.
Mr. Shuford entered the Labor Department with experience as a textile worker,
school teacher, and social worker, having sened as director of juvenile court
work in High Point at one time in his career.
Increasing industrialization in North Carolina in recent years has added to ilie
importance of the Labor Department as an agency of State government. Mr. Shu-ford's
fair and able administration of his department contributed in large measure
to industrial peace in North Carolina in the past 20 years.
He had been instrumental in formulation of progressi\e policies relating to
child labor, employment of women, industrial safety, wages and hours, an excellent
conciliation service and many other regulations affecting the well-being of the
State and its people.
10 Biennial Report of the Department of Labor
Secretary of State Thad Eure spoke a fitting epitaph when he commented
that Mr. Sliuford "has been the balance that brought about good relations be-tween
indtistry and labor in the State. . . he was a conscientious public official,
devoted and loyal to his duties." —The Charlotte News
LABORED VV^ELL
When a heart attack claimed Forrest H. Shuford there was subtracted from
official life in North Carolina a force which had contributed as effectively as any
one North Carolinian to improvement 'of labor relations through the 16 years he
occupied the office of Commissioner of Labor.
Forrest Shuford went to that work from this city where he had done a splendid
job as boys' commissioner. He worked at it with the same relentless conscientious-ness
to Avin the whole-hearted respect of employees and employers throughout
the State. He literally worked himself to death.
A fellow High Pointer, Dr. Charles F. Carroll, associated with Commissioner
Shuford as a member of the Cotmcil of State, termed him "an ideal public offi-cial."
It is a worthy entitlement Avon by a faithful discharge of that office beyond
call of duty. This community, which placed a high stamp on Mr. Shuford's
official work both before and since he transferred to Raleigh, shares the State's
feeling of loss in his untimely death.
Labor relationships in North Carolina are definitely better because of his
work, fine influence and understanding of mutual problems of both employees
and employers. —The High Point Enterprise
COMMANDED RESPECT
To a rare degree, Forrest H. Shuford, State Commissioner of Labor, com-manded
the respect of both management and labor. His sudden and unexpected
death in Washington, D. C, yesterday brought to an untimely end a career de-voted
to successful efforts to achieve and maintain peacefid management-labor
relations in North Carolina.
Mr. Shuford, who would have become 57 years old next month, had been con-nected
with the Department of Labor since its organization as a separate depart-ment
of the State government in 1933. In the effort at that time to create a real
department of labor relations, Mr. Shuford was brought in as chief inspector and
deserved the promotion when he was made the State's second labor commissioner
in 1938. Public confidence in his work was demonstrated in his consistent re-election
without serious opposition, since that time.
In promoting industrial peace. Commissioner Shuford did not rely merely up-on
the statutory powers of his office, which were never as great as those of similar
officials in some states. His fairness and integrity in minimizing and mediating
labor disputes brought him the confidence of both labor and management.
North Carolina has a relatively excellent record in the field of labor relations.
Much of the credit for that record belongs to Forrest H. Shuford. Difficult as it
may be to replace him, a man of similar capacity and spirit should be sought for
the post. —The Raleigh Neics and Observer
FORREST H. SHUFORD
Forrest H. Shuford, North Carolina Commissioner of Labor for the past 16
years, died at the age of 56 Avhile attending a conference dealing with children
of migrant workers.
Biennial Rf.port of the Department of Labor ,
11
He was a good man ulio in his kindly and unassuming way accomplished much.
Tiiis State's remarkably good record of labor relations owes a great deal to his
unfailing fairness and good sense. People instinctively liked and trusted him, and
the better they knew him the more they were satisfied that their esteem and confi-dence
were justified.
Those who worked with him most closely over the past 16 years valued very
highly his ability, his judgment and his friendship. One of them who spoke of
him as "an ideal public official" was not exaggerating.
He had that rare combination of qualities which are always needed but not
always found in government service. His death is a real loss to the State he loved
and served so long and so well. —Tlie Greensboro Daily Neivs
FORREST H. SHUFORD
For many years Forrest H. Shuford worked with both labor and management
in North Carolina and held the respect and confidence of both. Their attitude is
an eloquent tribute to the character, ability and personality of the State Com-missioner
of Labor. It signifies that in his death this week the common-ivealth
has suffered a serious loss.
Mr. Shuford, a native of Cleveland County, was appointed Commissioner by
the late Senator Clyde R. Hoey in 1938 while the latter was Governor. Thereafter
he was elected foiu- times to the office. Through the years he devoted himself
untiringly to the task of improving industrial relationships, promoting safety
practices in industry and advancing legislation which he regarded necessary to
protect the interests of labor. One of the unrealized objectives for which he fought
for se\eral years is the passage of a State minimimi wage law for industries not
in interstate commerce.
Behind the facade of genial personality which won and retained for him
many friends in all walks of life, Forrest Shuford possessed an alert and able
mind, strong personal convictions and a conscientious spirit of public service. He
often won bv quiet persuasion what others sought through a blaze of controversy.
Realizing the need of management and labor for each other, he appealed to both
on the grounds of their common interests. The generally harmonious industrial
relations which prevail in North Carolina today are due in considerable measure
to the influence and efforts of Forrest Shuford. —The Winston-Salcm Journal
FORREST H. SHUFORD
The sudden death of Forrest H. Shuford, State Cominissioner of Labor, re-moved
an official who had the respect of both labor and management.
Mr. Shuford had been connected with the Department of Labor since its
organization as a separate department of the State government in 1933, first as
chief inspector and then as Labor Commissioner five years later.
.\11 of that time he devoted his efforts toward the maintenance of peaceful
management-labor relations in North Carolina. As a result this State has a relativelv
excellent record in the field of labor relations. He always demonstrated a spirit of
fairness and integrity in mediating labor disputes. Most of these he minimized.
Public confidence in his work was shown by the fact that he was consistently
reelected without serious opposition.
Cleveland Countv, where he was born, joins the rest of the State in saluting
and saying farewell to a worthy public servant. —The Shelby Daily Star
I—
Labor Building, Raleigh, N. C.
{Drawing by Mrs. Almon Barbour.')
BIENNIAL REPORT
OF THE
COMMISSIONER OF LABOR
The industrial population of North Carolina, ^vhich consists o£
nearly a million people employed in all types of non-agricultural
occupations, experienced two relatively prosperous years during the
biennium 1952-1954. Although the total number of people employed
decreased during the last six months of the biennium, both employ-ment
and earnings were comparatively good during the greater part
of the two-year period. Many new industries began operations in the
State and the expansion of existing industrial establishments con-tinued.
Substantial improvements were made in working conditions
and safety practices. North Carolina's excellent record of productive
and peaceful labor-management relations continued to be one of the
most outstanding in the nation.
EMPLOYMENT
Total non-agricultural employment in the State started and ended
the biennium at approximately the same level—977,000. Passing the
one-million mark in September, 1952, the job total climbed to a sea-sonal
high of 1,035,000 in December that year. Employment remained
at more than a million during all of 1953. Beginning early in 1954,
however, the job total dropped again and stood at 977,000 in June,
1954.
EARNINGS AND HOURS
Hourly earnings of the State's factory workers, which averaged
$1.20 in June, 1952, climbed to $1.25 by June, 1954. However, the
average workweek dropped from more than 39 hours at the beginning
of the biennium to 37.8 hours in June, 1954. Because of the shorter
workweek in a number of industries, the average weekly earnings of
North Carolina factory workers increased very little—less than one
per cent in all industries combined—in spite of the five cents gain in
average hourly earnings. Weekly wages in manufacturing averaged
$46.92 at the beginning of the biennium. The average in June, 1954
was $47.25 per week.
This picture was in sharp contrast with the experience of the pre-vious
biennial period, during which average weekly earnings of the
State's factory workeis increased 12 per cent.
6^
14 Biennial Report of the Department of Labor
COST OF LIVING
The Consumer Price Index of the United States Department of
Labor climbed from 113.4 in June, 1952 to 115.1 in June, 1954, an
increase of 1.5 per cent.
Although the difference was fractional, the increase in weekly earn-ings
of North Carolina workers did not quite keep pace with the rise
in the cost of living.
STATE—NATIONAL COMPARISON
The relative position of North Carolina workers as regards their
earnings, compared with those of workers throughout the United
States, continued to deteriorate during the biennium.
In the year 1948, the earnings of this State's manufacuring em-ployees
reached an all-time high, compared with earnings of factory
workers throughout the nation. At that time, they amounted to about
80 per cent of the national average. Two years later, in March, 1950,
notwithstanding continued increases, the weekly earnings of this State's
factory workers amounted to only 75 per cent of the national average.
The gap continued to widen. Just prior to the end of the 1950-1952
biennium, weekly earnings in North Carolina fell to less than 70 per
cent of the national average.
The relative position of workers in the Tar Heel State continued
to worsen during the 1952-1954 beinnium. In June, 1954, North Caro-lina
factory workers averaged $47.25 per week. This amounted to
only 65 per cent of the national average of $71.68 for that month.
The above figures indicate that notwithstanding our splendid prog-ress
in the establishment of new industries and expansion of old ones.
North Carolina industrial workers have fallen far behind those of the
nation in their earnings. The principal reason for the continued exis-tence
of these low average hourly and weekly earnings is the same as
that noted in many previous Biennial Reports of this Department,
namely, that about 75 per cent of North Carolina's factory employees
are concentrated in the highly competitive textile industry and other
nondurable goods industries in which wages traditionally are much
lower than in such "heavy" industries as the coal, steel, automobile,
machinery, chemical and electrical industries.
JOB OPPORTUNITIES
During the latter part of the 1952-1954 biennium, fairly substantial
spotted unemployment began to exist in various parts of the State and
in a few industries in which production was curtailed somewhat. For
Biennial Report of the Department of Labor 15
the most part, however, the employment situation was satisfactory.
Employment remained generally available despite the spotted curtail-ments
here and there in some lines.
One other index of employment conditions—the certification of
minors under 18 years of age for employment—indicates that job op-portunities
remained comparatively abundant in the State. During
the 1950-1952 biennium, a total of 50,420 minors were issued either
part-time or full-time employment certificates by county welfare super-intendents.
During 1952-1954, certificates were issued to 49,432 minors
—a scarcely noticeable decrease from the total of the previous two
years.
NEEDED LEGISLATION
There are a few fields in which legislation previously has been
recommended to the General Assembly but in which the Legislature
has not seen fit to enact laws. These are as follows:
1. State Minimum Wage Law. A large group of North Carolina
workers in intrastate industries not covered by the Federal Wage and
Hour Law are paid wages so low that they are provided neither mini-mum
adequate living standards nor the economic basis of sound citi-zenship.
In June, 1954—the last month of the biennium—the nearly 150,-
000 persons employed in North Carolina's retail trade industry re-ceived
wages averaging .$1.08 an hour. Viewing the matter upon an in-dustry-
wade basis, that average may not look so bad. However, there
are sizable segments of the retail trade industry in which the average
wage comes nowhere near the industry-wide average. The 32,700
people employed in retail general merchandise establishments, for
example, averaged only 86 cents an hour. The 8,500 employees of
limited price variety stores received an average of only 60 cents an
hour.
In the personal service industries, the situation was much the
same, except that average wages were even lower than in most retail
trade establishments. There were 6,400 employees of hotels and room-ing
houses who received an average of only 51 cents an hoiu". The
laundry and dry cleaning industry employed 14,800 workers who
averaged only 67 cents an hoin\
In commenting upon the earnings of the economically submerged
portion of our State's industrial population, I feel that I can do no
better than to quote the statement made t^vo years ago by the late Com-missioner
of Labor, Forrest H. Shuford, who had observed the situa-
16 Biennial Report of the Department of Labor
tion of our lowest-paid group of workers throughout the long years of
his tenure of office:
"I would be most happy," Commissioner Shuford said, "to see the
wages of North Carolina's lowest paid working people raised to a
decent level by voluntary action and without recourse to legislation.
During the last fourteen years, however, I have observed that our
emergence from a period of severe depression into a period of high
prosperity has not resulted in a lifting of the wage levels of our lowest
paid workers to a point at which they are provided a decent minimum
to sustain life, health, efficiency and good citizenship. Upon the basis
of long observation, experience and much study of this matter, I have
been forced to conclude that we have a minority of employers who
will continue to pay the very lowest ivage which the traffic xvill bear,
irrespective of the extent to xohich their businesses prosper."
1 therefore earnestly recommend that the General Assembly of
North Carolina enact legislation providing a statutory minimum
wage covering all of the industrial workers of this State. Such legis-lation
would have no direct effect upon the overwhelming majority
of our employed, non-agricutlural population which receives an av-erage
income well in excess of any minimum wage which might be
considered. It would, however, provide the protection of the State
for a woefully underpaid, sizeable minority of our citizens who have
no practical means of helping themselves.
The income level of our farming population is protected to a
considerable extent by federal price supports and other measures.
The income of our factory workers and others in interstate commerce
is protected by the Federal Wage and Hour Law and by the processes
of collective bargaining in establishments having unions. The incomes
of our public employees are protected by civil services, personnel or-ganizations,
and governmental procedures. Most employees of intra-state
businesses, however, have neither law, custom, public opinion
nor collective bargaining power to guarantee them a living wage.
This being the case, I feel that the good conscience of North Caro-lina
should exert itself in behalf of this minority of our citizens whose
material and social contribution to the growth of the State is limited
by the existence in a minority of oiu" employers of a willingness to
pay unfair wages.
2. Wage Collection Laiv. In a State with a million non-agricul-tural
working people, it is to be expected that occasional disagree-ments
should arise between employers and employees concerning the
Biennial Report of the Department of Labor 17
amount of wages due the employees. Misunderstandings are unavoid-able,
even between the most well disposed employers and workers.
For many years, the Department of Labor constantly has received
complaints from workers who state that their employers have failed
to pay them wages which they have earned. In instances where the
employee's work is covered by the Federal Wage and Hour Law, the
Department makes investigations and takes appropriate action in
accordance with the provisions of that statute. In many other cases,
however, the complaining employees' jobs are not covered by the fed-eral
law. In these instances, the Department is able to take no action
due to our lack of a State Wage Collection Law.
These complaints from workers have been sufficiently numerovis
to convince me and my predecessor as Commissioner of Labor that
North Carolina should have a statute authorizing the Department
of Labor to make investigations and take appropriate actions in the
courts of competent jurisdiction in cases where investigation reveals
that employers have failed to pay employees wages which have been
earned. I therefore recommend that the General Assembly enact such
a statute.
3. Improvement i?i Child Labor Laxu. I recommend further that
the North Carolina Child Labor Law be studied with a view of im-proving
the protection of young people engaged in street trades.
The chief weakness of our Child Labor Law at present is that it pro-vides
inadequate protection for these minors, particularly for those
under 16 years of age. Special protection is needed for children who
engage in street trades, since these youngsters are continually subject
to influences not ordinarily encountered by minors doing other types
of work.
4. State Labor Relations Law. Application of the National La-bor
Relations Act to a particular case is determined by w^hether or
not a labor dispute, if one should occur, would tend to burden, ob-struct,
or, in general, "affect" interstate commerce. If it would, then
the statute applies, and the National Labor Relations Board has au-thority
to act in the case.
Since the National Labor Relations Board has recently relin-quished
jurisdiction of cases in which there is only a minor effect upon
interstate commerce, I am of the opinion that study should be given
to ascertaining whether North Carolina needs a State Labor Relations
Law. A particular labor dispute occurring in a North Carolina com-munity
may have only a minor effect upon interstate commerce, yet
18 Biennial Report of the Department of Labor
may at the same time be an important matter in the economy of the
local community.
DIVISION REPORTS
The accompHshments of the Department of Labor during the
1952-1954 biennium are presented in detail in the Division Reports
which follow by Mr. Lewis P. Sorrell, Deputy Commissioner of Labor
and Chief of the Division of Standards and Inspections; Mr. Gail
Barker, Director of the Division of Conciliation; Mr. C. L. Bedding-field,
Director of the Division of Apprenticeship Training; Mr. J. M.
Vestal, Director of the Bureau of Labor for the Deaf; Mr. C. H. Pritch-ard.
Director of the Division of Statistics; and by several other Labor
Department people in charge of specialized phases of the Department's
-work.
Of particidar interest are the sections in these reports which de-scribe
North Carolina's excellent record in labor-management rela-tions,
our accomplishments in the reduction of the number of indus-trial
accidents, promotion of working skills through apprenticeship
training, securing jobs for deaf workers, and the interpretation of
wage and employment trends.
Biennial Report of the Department of Labor 19
891.30
$ 1,861.31 $493,752.61
TABLE 1
REPORT OF EXPENDITURES
DEPARTMENT OF LABOR
1952—1953
Minnie S. Gosnf.y
budget oeficer
RE\'ENUE
Appropriation-Chapter 642 P.L. 1951 $343,436.00
Federal Wage and Hour Payments 122,818.82
Boiler Bureau-Fees for Inspection 22,185.90
Apprenticeship Training 3,450.58
$491
REFUNDS
Refunds of Expenditures 1
EXPENDITURES
Expenditures $476,877.29
Refunds of Expenditures 1,861.31
PURPOSES
Administration $ 31,006.77
Employment Ser\ice for the Deaf 6,949.10
Statistical Division 19,844.13
Standards and Inspections 192,048.02
A\'age and Hour Divisions 124,621.44
Supplies Ser\'ices and Expenses 796.96
.Apprenticeship 1 raining 44,292.13
Conciliation Service 28,541.49
Arbitration Panel 132.75
Boiler Bureau 28,644,50
$476
OBJECTS
Salaries and "Wages $395
Supplies and Materials 2
Postage, Telephone and Telegrams 6
Travel Expense 63
Printing and Binding
Repairs and Alterations
General Expense 7,
Equipment 2,
$476,877.29
,877,29
,170,98
245,00
204.05
364.81
496.97
481.87
476.28
431.27
$478,738.60
$ 15,014.01
20 Biennial Report of the Department of Labor
TABLE 2
REPORT OF EXPENDITURES, DEPARTMENT OF LABOR
1953—19M
REVENUE
Appropriation-Chapter 1165 P.L. 1953 $377,116.00
Federal Wage and Hour Payments 99,940.98
Boiler Bureau-Fees for Inspections 35,983.44
Apprenticeship Training 13,988.41
$527,028.83
REFUNDS
Refunds of Expenditures $ 1,837.84 $528,866.67
EXPENDITURES
Expenditures $493,306.42
Refunds of Expenditures 1,837.84 $495,144.26
$ 33,722.41
PURPOSES
Administration $ 33,961.68
Employment Service for the Deaf 7,486.79
Statistical Division 22,015.34
Standards and Inspections 206,668.79
Wage and Hour Division 95,476.07
Supplies, Services and Expenses 4,248.55
Apprenticeship Training 58,342.39
Conciliation Service 29,002.57
Arbitration Panel 162.10
Boiler Bureau 35,942.14
$493,306.42
OBJECTS
Salaries and Wages $399,755.75
Supplies and Materials 2,070.00
Postage, Telephone and Telegrams 6,279.26
Travel Expense 67,578.50
Printing and Binding 3,441.45
Repairs and Alterations 759.55
General Expense 8,272.89
Equipment 5,149.02
$493,306.42
Biennial Report of the Department of Labor 21
Lewis P. Sorrell
DIVISION OF STANDARDS AND INSPECTIONS
Lewis P. Sorrell,
Deputy Commissioner of Labor
^^gggSmKbi^ ^"^ DIVISION OF standards AND INSPEC-J^
^^ tions enforces the North Carolina Child
f % Labor Law, the Maximum Hour Law, the
' ' State Elevator Code, the State Boiler Law,
the Federal Wage and Hour Law, and the
Federal Public Contracts Act. It also plans,
recommends tor adoption, and enforces-
Safety and Health Regulations designed to
eliminate industrial hazards and to provide
better working conditions in North Caro-lina
industry.
Our industrial safety inspectors are con-cerned
with the maintenance of safe and
healthful working conditions in all places
of industrial employment. Their primary functions are to discover
hazards to safety and health, to discuss these hazards with manage-ment,
and to advise management concerning the most helpful methods
of carrying out the provisions of the Safety and Health Regulations.
jNIany alert and progressive employers do not have to be sold upon
the desirability of providing satisfactory working conditions. In a
majority of instances, no direct enforcement measures are needed in
order to secure compliance with the laws and regulations, since a ma-jority
of our employers are anxious to make improvements which are
beneficial. However, a minority of employers, some of whom will
violate the law even though inspections are made as frequently as
our personnel permits, resist all efforts of the inspector to secure
voluntary compliance with the laws and regulations. In these cases,
the Department has to resort to the courts to obtain the compliance
-which cannot be obtained by less drastic measures.
Our labor regulations inspectors perform duties similar to those
of industrial safety inspectors, but work chiefly in the State's retail
trade, service, and other intrastate establishments. These inspectors
specialize in work concerning child labor and female employees.
Other inspectors of the Department devote their full time to in-spections
of elevators and to study and approval of proposed plans
for elevator installations. Still others make inspections of high and
22 Biennial Report of the Department of Labor
low pressure boilers. Another specialized type of inspection work is
the inspection ol mine and quarry operations. Likewise, we have a
specialized inspection service to promote safety in the construction
industry.
Administration of the Federal Wage and Hour Law and the Fed-eral
Public Contracts Act in North Carolina has been entrusted to the
State Department of Labor continuously since April, 1941. North
Carolina is the only State in the nation which enforces these federal
statutes by virtue of annual renewed cooperative agreements with the
United States Department of Labor. Assisted by a Federal Represen-tative
assigned to the Department by the Wage and Hour and Public
Contracts Divisions of the U. S. Labor Department, we have developed
a well coordinated program under which we administer locally both
State and Federal laws in the fields of safety and health, minimum
wages, maximum hours, child labor and general w^orking conditions.
Operating under this arrangement, we have another group of inspec-tors
whose work consists principally of making inspections under these
federal statutes.
A detailed report of our wage and hour operations during the
biennium will be found in the report of Mr. S. G. Harrington, our
wage and hour supervisor.
In addition to our regular inspection work under State and Federal
laws, the Division during the biennium continued to promote safety
in industry through the Department's special safety program. This
program has the invaluable assistance of 22 industrial safety experts
employed by leading representative industries, who serve without
compensation as the Department's Safety Advisory Board. A detailed
explanation of this phase of our work will be found in the report of
Mr. W. C. Creel, Supervisor of Safety.
An analysis of the work of our industrial safety and labor regida-tions
inspectors, with emphasis upon routine inspection operations,
will be foinid in the report of Mr. W. G. Watson, supervising inspector.
Due to the continued high demand for elevators, installation of
new elevator equipment and remodeling of older equipment has
proceeded at a rapid pace during the last two years. This has kept oin-elevator
inspection service very busy. A detailed report of these ac-tivities
will be found in the report of Mr. Pryor E. Sugg, our Elevator
Inspection Supervisor.
The activities of the Bureau of Boiler Inspections have expanded
greatly as a result of the General Assembly's action in bringing lo'w
pressure boilers under coverage of the State Boiler Law. An account
Biennial Report of the Department of Labor 23
of the Boiler Bureau's ojjerations will be found in the report of Mr.
S. F. Harrison, Boiler Inspection Supervisor.
Mining and quarrying operations have continued at a brisk pace.
A detailed report of these activities will be found in the report of
Mr. J. L. Fitzgerald, Mine Inspector.
The Department made a good start during the biennium in devel-poing
a specialized inspection and safety promotion service for the
State's extensive construction industry. A detailed account of this
Avork will be found in the report of Mr. J. E. Fisher, Construction
Safety Inspector.
A similar specialized inspection service for the electrical industry
^\as authorized by the last General Assembly and appropriations ^vere
provided for this purpose. It has been necessary for us to delay the
inauguration of such a service due to the fact that ^ve have thus far
been unable to secure a qualified person for this job at the salary
range provided. The fact that such a service is needed, however, is
borne out by the continued large number of injuries and fatalities
reported in connection with electrical construction and repair projects.
We feel that an inspector is needed for this purpose and that an ap-propriation
for it should be continued in the budget for next year,
so that whenever we locate a competent person for the job we may
hire him immediately.
Under the North Carolina law requiring the licensing of private
employment agencies by the Department of Labor, five licenses were
issued during the biennium. No licenses have been issued for this year
(which would be rene^vals of licenses mentioned above which expired
on May 31, 1954), due to the fact that these agencies have not yet
been checked by our inspectors.
A considerable amount of time and effort has been devoted to
assisting mining operations in securing Certificates of Compliance in
order that Workmen's Compensation Insurance could be assigned
them under the Assigned Risk Program of the N. C. Compensation
Rating and Inspection Bvneaii. On July 1, 1952, an insurance com-pany
withdrew their operations from North Carolina, leaving a ma-jority
of the mining firms without Workmen's Compensation Insur-ance.
This particular company was providing coverage for most of
the State's mining operations.
In practically all instances. Certificates of Compliance from this
Department, showing that each operation met the minimum safety
and health standards of the State, have been requested under the
Assigned Risk Program. Due to the importance of mica and other
24 Biennial Report of the Department of Labor
strategic minerals in our national defense program, priority was
given to all such requests for Certificates of Compliance, in order that
Workmen's Compensation Insurance could be assigned.
A total of 98 Certificates of Compliance were issued during the
biennium. Failure to continue compliance with the State's safety and
and health requirements made it necessary for us to revoke two of
these certificates. However, these two firms took the necessary steps
to bring their operations back into compliance, so that the certificate
could again be made effective and insurance reassigned. The purpose
of these Certificates of Compliance is to furnish evidence to the in-surance
companies that the mining operations meet the State's mini-mum
safety and health requirements.
FEDERAL WAGE-HOUR AND PUBLIC
CONTRACTS INVESTIGATIONS
S. G. Harrington, Supervisor
•^ The wage and hour investigators inspect the
payroll records of industrial and commercial
establishments and interview employers and
employees to determine compliance with the
Fair Labor Standards Act (Federal Wage and
^- Hour Law) and the Walsh-Healey Public Con-
M'^
^
tracts Act. Priority is given to complaint in-
^^^"^jl^^gjj^^^ vestigations. Public Contracts investigations,
B^lMk^Ji^SBHI employer requests, and requests from the Na-
S. G. Harrington tional Office of the Wage and Hour and Pub-lic
Contracts Divisions in Washington, D. C.
Special attention is given to establishments which have not previously
been investigated. In addition to regular investigation activities
mentioned above, special investigations are made to determine com-pliance
with the provisions of the Davis-Bacon Act upon request of
the Secretary of Labor. Where provisions of the State labor laws ap-ply,
concurrent State inspections are made with Wage-Hour and
Public Contracts investigations.
Wage and Hour investigation activities during the biennium,
violations noted, back wages paid to workers as the result of investiga-tions,
are summarized in the following Table:
Biennial Report of the Department of Labor 25
TABLE 3
WAGE AND HOUR 'WORK FOR PERIOD JULY 1, 1952—JUNE 30, 1954
Total number of ^Vage-Hour investigations (except agriculture) 1965
Total number of Public Contracts investigations made concurrent
Avith Wage-Hour 130
Total number of ^\'age-Hour investigations (except agriculture)
revealing violations of Child Labor provisions of
"Wage-Hour Law 74
Total number of in\estigations showing \iolations of minimiun wage
pro\isions of Wage-Hour Law 390
Total number of investigations showing violations of overtime
provisions of Wage-Hour Law 972
Total number of Complaint investigations made 386
Total Davis-Bacon investigations made 27
Total number of Special Child Labor investigations in agriculture 197
Total number of Special Child Labor investigations in agriculture
showing violations 120
Total investigation visits in agriculture 69
Total number of employees found due back wages 7844
Total amount of back wages due $834,638
Total State inspections made concurrent with Wage-Hour 1106
In addition to investigation activities, the staff is called upon from
time to time to engage in public educational programs to bring em-ployers
and employees up-to-date on the provisions of the law. For
this purpose general clinics, as well as clinics for specific industries,
are conducted. Moreover, countless numbers of individual confer-ences
have been held with employers and employees. Individual in-quiries
by telephone and by mail have been answered. Special
certificates for employment of the physically handicapped at sub-minimum
rates. Sheltered Workshop certificates and Apprenticeship
certificates are issued by the Raleigh office.
During the fiscal year of 1952-1953 we operated with a staff of
15 field investigators while during fiscal year of 1953-1954 we operated
with 12 investigators.
*%*
26 Biennial Report of the Department of Labor
INDUSTRIAL SAFETY AND LABOR
REGULATIONS INSPECTIONS
W. G. Watson, Supervisor
Industrial Safety and Labor Regulations In-spectors
of the Division of Standards and In-spections
completed 31,131 inspections during
the biennium. Ihese inspections covered 1,111,-
212 employees, including duplications in plants
in which more than one inspection was made.
^^£ ^ The Inspectors also made 241 special in-n^
HL'''^^iHn|MB|^^ vestigations in response to complaints alleging ^^P^^^^H violation of the State Labor Laws and the
W. G. \Vat.so\ Safety and Health Regulations.
Special investigations were made by the In-spectors
in 85 cases involving fatal or serious injury to workers. These
investigations -were to determine the causes of the accidents and to
find the methods necessary to prevent their recurrence.
Reinspections or compliance visits were made in 1,323 instances
to insure compliance with recommendations made to correct violations
of the Labor Laws and to assist management with problems arising
in connection with safety, health and general working conditions.
A total of 5,267 conferences Avere held with employers, employees,
superintendents of welfare and other officials for the purpose of ex-plaining
the Labor Laws, safety and health regulations and other
matters with which the Inspectors are officially concerned.
A total of 26,769 violations were found. Recommendations to cor-rect
these violations were made by the Inspectors. Compliances Avere
reported in 24,476 instances. The excess of violations over compliances
is due to delayed reporting of compliances during the concluding
months of the bienniiun. A detailed analysis of these violations and
compliances may be found in Tables 4 and 5.
The 241 complaints received during the biennium alleged viola-tions
of the Maximum Hour and Child Labor Laws, unsafe and un-healthful
Avorking conditions, imsanitary and inadequate toilet facil-ities,
inadequate ventilation and lighting, and failure to provide
seats for female employees. These complaints Avere given priority
over routine inspection work and were investigated immediately. In
each case, where violations were found, action was taken to secure
compliance.
Biennial Report of the Department of Labor Zl
TABLE 4
VIOLATIONS NOTED DURING THE BIENNIUM—JULY 1, 1952 THROUGH JUNE 30, 1954
INDUSTRY Child
Labor
Hours Time
Record
Sanita-tion
Seats First
Aid
Drink-ing
Water
Safety Total
Textile Yarn and Weave Mills
Textile Knit Goods
18
22
2
60
33
43
2
210
9
27
185
34
5
28
27
24
27
212
1,629
1,259
156
54
64
108
6
7
4
37
__
29
10
2
3
5
3
30
287
155
73
4
11
34
946
240
169
280
107
105
424
508
28
47
238
87
222
243
1,106
154
670
35
93
189
1
13'
17
24
5
22
3
9
38
25
3
5
3
12
14
10
15
3
_.
6
3'
19
9
..
3
5
---
85
18
6
6
12
1,569
289
274
621
171
121
1,191
525
48
55
jo9
190
279
451
2,332
662
1,551
144
189
751
2.593
625
Other Textiles
Food Products ._
457
1,236
Tobacco Manufacturing 290
Apparel Manufacturing
Lumber ^
/ ^Aii
U . ' ViT
i^'""
recent past was the disposition ot both labor and management repre-sentatives
to settle their problems by negotiation.
There were 47 strikes during the biennium. The Conciliation Di-vision
made strenuous efforts to help the disputants compromise their
differences, so that the losses to labor, management, owners and the
public could be held to a minimum. The 14 strikes and 21,686 man-days
idle during the second half of the biennium (July 1, 1953 to
June 30, 1954) are the lowest ever recorded in any fiscal year during
the 12 years of the Division's existence.
The 329 cases were distributed among 16 different industries (plus
a "miscellaneous" classification) , with finniture and lumber (56
cases) , textiles (47 cases) , and transportation (42 cases) leading the
others; these three industries also topped the list in the previous bien-nium
(1950-1952) . Table 16 gives a complete breakdown of the
distribution of cases by industry.
Table 17 presents a monthly summary, including fiscal year to-tals,
of the number of cases coming to the Division's attention, and
the approximate number of workers directly involved.
Table 18 presents a monthly summary, including fiscal year
totals, of strikes, workers idle, and man-days idle.
Table 19 presents a summary, on a calendar year basis, of the
number of cases, workers directly involved, number of strikes, workers
idle, man-days idle and the North Carolina percentage of the national
total of man-days idle. This table includes data from the year 1941,
when the Conciliation Division was created, through 1953.
Knowledge of an existing controversy generally was brought to
the attention of the Service by the initiating party desiring to amend
or terminate the existing contract, giving the thirty-day notice re-quired
by the Labor-Management Relations Act of 1947. These notices
were acknowledged promptly by the Service, with a copy of the ac-knowledgement
always being sent to the other party to the contract.
In order to encourage the parties to settle their own differences, it
Biennial Report of the Department of Labor 47
was constantly emphasized that it was our sincere hope that the parties
would reach amicable agreement through collective bargaining and
tree discussions.
Whenever the parties were imable to reach agreement through
their own endeavors, the services of the Conciliation Service were
offered. Contact was maintained with the parties during the thirty-day
notice period. In cases in which the parties had failed to reach
agreement during that period, a representative of the Conciliation
Service called the parties together and endeavored, through concilia-tion
and mediation, to bring about a meeting of minds and an
understanding concerning the issues in dispute.
One strike dominated the man-days idle total for the biennium.
This strike, of five weeks' duration, accounted for a little over 40
percent of all the man-days idle in the entire biennium. There were
other strikes which lasted longer, but none of them involved nearly
as many workers.
48 Biennial Report of the Department of Labor
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Biennial Report of the Department of Labor 49
TABLE 17
NUMBER OF WORKERS INVOLVED IN CASES COMING TO ATTENTION OF NORTH CAROLINA
CONCILIATION SERVICE DURING PERIOD JULY 1, 1952 to JUNE 30, 1954,
BY MONTH AND FISCAL YEAR.*
MONTH
1952-53
Number
Workers
Involved
1953-54
Number
Workers
Involved
TOTAL
July
August
September,.
October
November..
December..
January
February
March
April
May
June
68,018 33,838
8,573
4,266
1,909
1,577
6,402
1,177
6,907
2,047
11,880
8,996
4,800
9,484
3,339
1,371
1,822
1,032
1,752
1,045
2,609
2,758
955
6,325
9,359
1,471
•Source: North Carolina Conciliation Service; North Carolina Statistical Division; U. S. Department of Labor;
Federal Mediation and Conciliation Service and Unpublished data.
TABLE 18
STRIKES IN NORTH CAROLINA DURING PERIOD JULY 1, 1952 to JUNE 30. 1954,
BY MONTH AND FISCAL YEAR.*
MONTH
1952-53
Number Workers
Idle
Man-Days
Idle
(All Strikes)
1953-54
Number Workers
Idle
Man-Days
Idle
(All Strikes)
TOTAL
July
August
September..
October
November.
December...
January
February..
-
March
April
May.
June
13,883 239,584 1,404 21,686
3,413
254
248
197
35
1,333
1,236
2,365
4,802
23,043
3,655
14,732
3,250
350
7,446
23,210
55,954
107,944
210
124
30
103
260
132
545
450
696
300
2,200
750
14,360
2,930
*Source: North Carolina Conciliation Service; North Carolina Statistical Division; U. S. Department of Labor;
Federal Mediation and Conciliation Service and Unpublished data.
TABLE 19
LABOR-MANAGEMENT CASES AND STRIKES IN NORTH CAROLINA*
Percent
Year Number of Workers Number of Workers Man-days of National
Situations Involved Strikes Idle Idle Total
1941 State Concilia tion Service
Established 34
26
18,731
4,826
105,085
24,354
.5
1942 109 64,827 .6
1943 201 114,865 57 18,511 103,368 .8
1944 187 75,584 45 11,056 68,057 .8
1945 113 40,355 37 17,470 438,000 1.2
1946 109 37,424 56 14,400 452.000 .4
1947 193 61,212 37 16,000 542,000 1.6
1948 202 103,186 22 2,698 59,420 .2
1949 180 53,245 18 3,8,50 136,130 .3
1950 148 38,392 31 12,700 75,700 .2
1951 183 54,276 38 24,300 508,000 2.2
1952 173 63,557 37 15,600 277,000 .5
1953 160 54,475 25 10,100 196,000 .7
'Source: North Carolina Conciliation Service; North CaroUna Department of Labor, Statistical Division; U. S.
Department of Labor; Federal Mediation and Conciliation Service and Unpublished data
50 Biennial Report of the Department of Labor
ARBITRATION SERVICE
'A Ijii'-'
A LABOR contract without an arbitration clause is rare today. Latest
federal figures sliow more than 80 percent ot all contracts now re-quire
arbitration of grievances—as a last resort—through an impartial
third party. Little more than a decade ago, few did.
Early resistance to arbitration was largely due to refusal of the
contracting parties to surrender the right to make final decisions on
disputed issues. Now, they pretty much agree that an impartial view-point
is helpful in settling arguments over the day to day application
of contract terms.
The Department of Labor attempts to promote the settlement of
differences between labor and management. Through frank and open
discussion of their differences and by the mutual exercise of good
will, labor and management in North Carolina have been ab^e in
most instances to settle their problems peacefully and satisfactorily.
The assistance of the Conciliation Service often is instrumental in
bringing about such settlements.
Differences between labor and management are not always ironed
out in collective bargaining. In those instances where the parties are
unable to reach agreement, the machinery of arbitration established
under North Carolina Voluntary Arbitration Act is available to them.
This method has proved itself very useful by bringing about expedi-tious
decisions on the disputed issues.
The Voluntary Arbitration Act gives legal status to contracts en-tered
into by labor and management which provide for arbitration
of disputes which may arise in the future. Where the parties' contract
permits "demand" arbitration, the Act empowers the Commissioner
of Labor to appoint an arbitrator at the request of either party; the
Act further provides for the legal enforceability of arbitration awards
made under its provisions.
Biennial Report of the Department of Labor 51
Getting quick disposition of the disputed issues is one of the prime
attributes of arbitration. Because of that fact, the Department of
Labor makes all requests for arbitration a first order of business.
In accordance ^vith the provisions of the Act, the Commissioner
of Labor has maintained since 1945 a list of qualified, public-spirited
citizens who have served as arbitrators under the Act. The personnel
of the list of arbitrators has changed from time to time due to resigna-tions
and ne^v appointments. The present list of 18 arbitrators is
composed of men Avho have gained experience in previous government
or private arbitration work.
52 Biennial Report of the Department of Labor
LIST OF ARBITRATORS
Serving under the provisions of the Voluntary Arbitration Act of 1945
(Appointed by the Commissioner of Labor)
Barrktt, Gerald A., Chapel Hill, N. C, professor of business
law. University of North Carolina; member of panel of arbi-trators,
National Academy of Arbitrators, American Arbitra-tion
Association and Federal Mediation and Conciliation
Service; born, New York; A.B. degree, Lehigh University,
Bethlehem, Pa., LL.B. Colimibia University, Law School,
\ew York; before joining the faculty of the University of
North Carolina he was engaged in the private practice of
law; was director of Office of Economic Stabilization and
Office of Price Administration for the Territory of Hawaii
cUiring World War II.
Calhoon, Richard P., Chapel Hill, N. C, professor of per-sonnel
administration, University of North Caiolina; mem-l)
er of arbitration panel, American Arbitration Association
and Federal Mediation and Conciliation Service; born,
Sewickley, Pa.; A.B. University of Pitsburgh, 1930, M.A.
L'niversity of Pitsburgh, 1932, graduate work University of
Pittsbiugh, 1934, graduate Business Training College, Pitts-l)
urgh; assistant to factory manager, Ansco Company, 1936-'37;
industrial relations U. S. Rubber Company, 1937-'41; person-nel
director Kendall Mills, 1941 -'46; author, "Moving Ahead
on Your Job", McGraw-Hill, 1946, "Survey of Personnel
Administrator's Opinions", 1948; "Problems in Personnel
Administration", Harper and Brothers, 1949, "Relationships Between Wages, Wage
Payment Methods, and Personnel Efficiency in the Furniture Industry", 1951.
Davis, Lemuel H., Raleigh, N. C, lawyer and dairyman.
F.ngaged in private law practice, specializing in labor rela-tions.
Member North Carolina and Virginia Bar Association,
liorn, Davis, N. C, A.B. Wake Forest College, Law, Wake
Forest Law School, Graduate student, Columbia University.
Five years in school administration in Eastern North Caro-lina.
Nearly fourteen years with LTnited States Department
of Agriculture and as regional attorney (Richmond, Va.,
and Birmingham, Ala.) office of Solicitor, United States
Department of Labor.
Friedlaender, Marc^ Greensboro, N. C, professor. Depart-ment
of English, The Woman's College of the University of
North Carolina; member. Modern Language Association of
America, American Association of University Professors,
Arbitration Panel, American Arbitration Association; born,
Columbus, Georgia; A.B., Princeton University, M.A., Har-vard
University Law School; Ph.D., L^niversity of Chicago;
public panel member War Labor Board; author of various
articles in the field of belles lettres.
Biennial Report of the Department of Labor 53
LIST OF ARBITRATORS (Continued)
Guthrie, Paul N., Chapel Hill, N. C, professor of economics.
Department of Economics, University of North Carolina;
member, arbitration panels American .\rbitration Association
and Federal Mediation and Conciliation Service; charter mem-ber
National .\cademv of .\rbitrators; born, Greenville, Tenn.;
B.A., University of Tennessee, M.A. and Ph.D., Colinnbia
Universitv; anthor of various reviews; editor, "The Path I
Trod"; former vice chairman and public member, National
War Labor Board, Region IV; director disputes division. Na-tional
^Var Labor Board, Region I\'; chairman Southern Tex-tile
Commission; director wage stabilization. National ^Vage
Stabilization Board.
Heaton. George D., II, Charlotte, N. C, minister, Myers
Park Baptist Church; member: State Board of North Caro-lina
Baptists, Social Service Commission of Southern Baptist
Con\ention, commission on Evangelism, Federal Council of
Churches of Christ in America; active member of National
Preaching Mission since 1937; member the University Christ-ian
Missions; member of missions to military camps and mis-sions
to military chaplains; speaker at Southern Industrial
Relations Conference for past seventeen years; born, Parkers-burg,
\V. \'a., reared in Louisville, Ky.; graduate of Denison
University, Granville, Ohio, and Southern Baptist Theological
Seminary^ Louisville, Ky.; Doctor of Divinity, Georgetown
College.
HoBBS, R. J. M., Chapel Hill, N. C, Professor of Business Law
and Acting Dean of School of Business Administration of the
L'niversitv of North Carolina; member of North Carolina
State Bar Association; panel member of American Arbitra-tion
Association; member Board of County Commissioners
of Orange County; born, Guilford College, N. C; A.B. Guil-ford
College, LL.B. Columbia Lhiiversity; formerly engaged
in private practice of law in C^reensboro, N. C; Arbitrator
and panel chairman National War Labor Board.
Jenkins, Raymond, Salisbury, N. C, Professor and head of
department of English and dean of faculty, Catawba College;
member arbitration panels, American Arbitration Association
and Federal Mediation and Conciliation Service; member.
Modern Language Association and American Association of
Universitv Professors; born. New Platz, N. Y.; A.B. Cornell
University, Ph.D., Yale Lhiiversity, study at British Museum
and Public Records Office, London; formerly taught at L^ni-versity
of California. Los Angeles, New York University and
Duke' University; author, contributing to "Studies in Philol-ogy",
"Shakespeare Association Bulletin" and other publi-cations.
54 Biennial Report of the Department of Labor
LIST OF ARBITRATORS (Continued)
B»s^-3 Keister, Albert S., Greensboro, N. C, professor and head of
Department of Economics, Woman's College, U.N.C., since
1924; member board of directors Guilford Nat. Bank and Gate
City Sav. and Loan Asso.; editor Southern Economic Journal;
arbitrator, American Arbitration Asso.; born, Dayton, Ohio;
A.B. Otterbein College, A.M. Columbia Univ., Ph.D. Univ. of
Chicago; professor of economics, Cornell College, Iowa, 1911-
'20; asst. professor of finance, Univ. of Chicago, 1920-'24; re-search
economist N. C. State Tax Com. summers of 1928-
'29-'30; member city council and chairman of finance com-mittee,
City of Greensboro, 1933-'39; consultant National
Resources Planning Board, 1941; public panel member and
arbitrator, Nat. War Labor Board, 1942-'45. Visiting professor. Universities of Chi-cago,
California and N. C.
Lee, Robert E., \Vake Forest, N. C, professor of law, imme-diate
past dean AVake Forest Law School; member. Arbitra-tion
Panels, American Arbitration Association and Federal
Mediation and Conciliation Service, N. C. General Statutes
C:ommission, N. C. Commission to study laws of Domestic
Relations; former Sec.-Treas. American Business Laws As-sociation
(1941 -'46) ; Law faculty. Temple University, (1929-
l")) , professor of law, U. S. Army University, Shrivenham,
England, (1945-'46) ; legal columnist, Philadelphia In-cjuirer
for several years and recently for a group of N. C.
newspapers; Regional chief counsel. Office of Price Admin-istration
(1951 -'53) ; author: "Advanced Business Law, "
"Law of Contracts," "Cases on Contracts"; contributor, legal periodicals and en--
cylopedias; born, Kinston; B.S. and LL.B. ^Vake Forest College; M.A. Columbia
University, LL.M. and S.J.D. Duke University, postgraduate study at N. Y. Uni-versity
and University of Pennsylvania.
LivENGooD, Charles H., Jr., Durham, N. C, professor of law
and Ihiiversity marshal, Duke University; member Arbitra-tion
Panels, American Arbitration Association and Federal
fl| Mediation and Conciliation Service; chairman. Committee
-, ... ^P, on \\'age-Hour Legislation, American Bar Association; Com-mittee
on labor law, N. C. Bar Asociation; council, Labor
Law Roundtable, American Association of Law Schools; mem-ber,
American Law Institute, American Judicature Society,
American Association of University Profesors; Lt.-Cmdr.,
USNR (ret.) ; Admitted N. C. bar (1935) , N. Y. bar (1936) ;
associate, law firms. New York City (Root, Clark, Buckner &
Ballantine, 1934-37; Townsend and Lewis, 1937-40) ; chief,
wage-hour section, office of U. S. Solicitor of Labor (1940-'42) ; military service
(1942-"45) ; member, law firm, Durham, N. C. (Kennon & Livengood, 1945-'48) ;
lecturer in labor law (University of N. C, 1948; George Washington University
1949) ; consultant, U. S. Senate Subcommittee on Labor-Management Relations
(1950); associate editor, "Journal of Legal Education" (1951-'52) ; public member.
Wage Stabilization Board, Region IV (1952-'53) ; author, "The Federal Wage and
Hour Law" (1951; rev. ed., 1952), and articles in various legal periodicals; born,
Durham. N. C; A.B., Duke University; LL.B., Harvard University.
Biennial Report of the Department of Labor 55
LIST OF ARBITRATORS (Continued)
Lynch, Herbert A., Charlotte, N. C, Engineer (Industrial
and Management) , Herbert Lynch & Associates (Management
Engineers) , Instructor, Extension Division, N. C. State Col-lege;
member, American Arbitration Association Labor Panel,
Professional Engineers of N. C, National Society of Profes-sional
Engineers, American Institute of Industrial Engineers,
Society for Advancement of Management, National Associa-tion
of Cost Accountants, Charlotte Engineers Club; Past
member, Dupont Rayon Co., Richmond, Va. (Foreman) ;
Eagle Pencil Company, New York, N. Y. (chief Ind. Eng.)
,
Research Division N.Y.LI. (Research Assoc.) , Supervising
Engineer, J. D. Woods & Gordon, Toronto, Canada; Author:
"Basic Motion Timestudy" and "Rating of Timestudies"; Born, Wilmington, N. C;
B.S., N. C. State College; M. New York University; Dr. New York University.
r^
Maggs, Douglas B., Durham, N. C, professor of law, Duke
I'niversity; member bars of North Carolina, California, Dis-trict
of Columbia and V. S. Supreme Court; arbitration
panels, American Arbitration Association and Federal Media-tion
and Conciliation Service; visiting professor of law at
Columbia University, Yale University, University of North
Carolina, University of Chicago, Cornell; Solicitor U. S. De-partment
of Labor, 1943-'45; chief legal consultant, Office
of Emergency Management 1942-'43; chief consultant, Boartl
of Economic Warfare. 1942: special assistant to U. S. Attor-ney
General, 1938-'39, 1942-'43: chief. Wage Hour Unit, U. S.
Department Justice, 1939; general editor, selected "Essays on
Constitutional Law" and author, articles in various legal periodicals; born, San
Francisco, California; A.B. and J.D., University of California, S.J.D., Harvard.
Memory, Jasper L., Jr., Wake Forest, N. C, professor of edu-cation,
director of placement and director Summer Session,
Wake Forest College; editor. Wake Forest College Alumni
News 1936-'46; chairman, Merit System Council of North
Carolina 1943-'53; member. Arbitration Panel, American
.\rbitration Association; supervisor. North Carolina High
Schools 1925-'29; formerly: accountant. Bank of Whiteville;
operator, cotton gin, Whiteville; author, "Elementary Statis-tical
Techniques", "Selected Prose of John Charles McNeill";
co-author, "North Carolina High School Manual"; born,
Whiteville, N. C; B.A., Wake Forest College, M.A., Columbia
University, New York City.
Millar, William H. F., Waynesville, N. C; Attorney, (Mil-lar,
Medford and Millar) ; Secretary-Director, Aladdin Indus-tries,
Inc., Nashville, Tenn.; Aladdin Radio Industries, Inc.,
Nashville, Tenn.; Member, Panel of arbitration American
Arbitration Association; Formerly member Law Firm Lever-ing
and Millar, Chicago, 111.; Born, Chicago, 111.; LL.B. Chi-cago
Law School.
56 Biennial Report of the Department of Labor
LIST OF ARBITRATORS (Continued)
Soule, William C, Wake Forest, N. C.
Professor of Labor Law,
February .
Wake Forest
28, 1920
College
July 26, 1953
Spf.ngler, Joseph J., Durham, N. C, professor of economics
and business administration, director of graduate studies in
economics and business administration, Duke University,
Durham; member, American Arbitration Asociation and
American Statistical Association; Member Social Science Re-search
Council; public member. War Labor Board; regional
executive, Office Price Administration; consultant: U. S. De-partment
of Agriculture, National Resources Board, U. S.
Treasury; author and contributor to many economic, socio-logical
and related professional journals and publications;
born, Pit]ua, Ohio; A.B., M.A., Ph.D., Ohio State University.
Wettach, Robert H., Chapel Hill, N. C; Professor of Law,
University of North Carolina; Member, North Carolina Bar
Association; arbitrator, American Arbitration Association;
Member, National Academy of Arbitrators; Past: public panel
member. War Labor Board (1942-'45) ; Dean of Law School,
University of North Carolina (1941-'49) ; Chairman, N. C.
Insurance Law Revision Commission (1944-'47) ; Assistant
Attorney General of North Carolina (1938-'39) ; member of
drafting committee for N. C. Arbitration Act and N. C.
Conciliation Act; Articles in legal periodicals; born, Pitts-burgh,
Pa.; A.B., M.A., LL.B., University of Pittsburgh;
S.J.b., Harvard.
Wolf, Harry D., Chapel Hill, N. C, Professor of Economics,
Director, Institute of Industrial Relations, University of
North Carolina, Chapel Hill; Member, North Carolina Un-employment
Commission since July, 1941; Charter Member,
National Academy of Arbitrators; Arbitrator, American
Vrbitration Association and Federal Mediation and Concilia-tion
Service; Past Associate and Public Regional Member,
National W^ar Labor Board; Member, Industry Committee
Fair Labor Standards Act; Draftor, Statute creating North
Carolina Department of Labor; Author: "The Railroad Labor
Board (1927) ", "Collective Bargaining on The Railroads" in
"How Collective Bargaining Works (1942) "; Born, Sheldon,
Illinois; B.S., Kansas State Teachers College, Emporia; M.S. ancl Ph.D., University
of Chicago.
» Biennial Report of the Department of Labor 57
DIVISION OF APPRENTICESHIP TRAINING
C. L. Beddingfield, Director
The North Carolina apprenticeship law
is designed as a working arrangement
whereby committees of employers and em-ployees,
^vorking together, or individual
employers, or companies, may promote the
training of young workers in the skilled
trades of industry; provide reasonably con-tinuous
employment; guarantee a living
wage; and provide thorough on-the-job
training in all phases of the several skilled
trades, supplemented by related technical
training.
C. L. Beddingfield The first consideration of the appren-ticeship
program is the welfare of the ap-prentice.
It is a known fact that the interests of employers, employees
and the public will be served best when the interest of the apprentice
is constantly in the forefront.
The Apprenticeship Act provides for the appointment of a State
Apprenticeship Council by the Commissioner of Labor, with equal
representation of employers and employees. It provides that the Com-missioner
of Labor shall be Chairman of the Council and the State
Supervisor of Trade and Industrial Education, Vice-Chairman. The
law also provides for the appointment of a Director of Apprenticeship,
whose responsibility, with the advice and guidance of the Council, is
to promote a State-wide voluntary apprenticeship training program
covering all of the skilled trades requiring two years or more to be-come
a skilled craftsman. The purpose of this law is to insure that a
sufficient number of skilled craftsmen will be trained to meet the needs
of industries in the State.
APPRENTICESHIP COUNCIL
The composition of the State Apprenticeship Council at present
is as follows: Frank Crane, Commissioner of Labor, Chairman; M. D.
Thornburg, State Supervisor of Trade and Industrial Education, Vice-
Chairman; C. L. Beddingfield, Director of the Division of Apprentice-ship
Training, Secretary; and three members representing employers
and three representing employees, as listed below:
58 Biennial Report of the Department of Labor
NORTH CAROLINA STATE APPRENTICESHIP COUNCIL
r ^
^
Left to right: Frank Crane, Chairman; M. D. Thornburg, Vice-Chairman.
EMPLOYER REPRESENTATIVES
\
Left to right: Dwight L. Casey; A. J. Fox; George Arthur.
EMPLOYEE REPRESENTATIVES
Left to right: Henry C. Sawyer; Lloyd D. Hardy; W. L. Causey.
Biennial Report of the Department of Labor 59
Employer Representatives Employee Representatives
Dwight L. Casey, Carolinas Chapter \V. L. Causey, Business Agent
Manaoer Plumbers and Steamfitters
National Electrical Contractors Local Union 640
Association 128 North Davie Street
Charlotte, N. C. Greensboro, N. C.
A J. Fox, General Contractor Henry C. Sawyer, Business Representative
Raleigh, N. C. International Brotherhood of Electrical
Workers, Local 553 (AFL)
George G. Arthur, Director Durham, N. C.
of Training
Champion Paper & Fibre Company Lloyd D. Hardy, Vice-President
Canton, N. C. Raleigh Central Labor Union
Raleigh, N. C.
During the biennium there Tvere four changes in the personnel
of the State Apprenticeship Council. Forrest H. Shuford, Chairman,
L. P. Kennedy, E. D. Faires and E. T. Dority were lost.
The unexpected death of the honorable Forrest H. Shuford took
from the Council its chairman. Mr. Shuford had spent a great deal
of time and energy in trying to show the people of the State the neces-sity
of sound apprenticeship training by industry in order that skilled
craftsmen would be available to man the skilled jobs in the State and
to establish a skilled labor supply that would attract other industries.
Mr. Shuford always felt that apprenticeship was the route by which
young people could rise to eminence as skilled craftsmen and that
without craftsmanship the vision of the architect and the blueprint
of the engineer could not be transformed into actuality.
Mr. L. P. Kennedy found it necessary to resign due to increased
responsibilities in his work. Mr. E. D. Faires resigned to devote all
his time to his job and Mr. E. T. Dority retired from his trade as
machinist.
The four new members of the Council are Mr. Frank Crane, Com-missioner
of Labor, appointed by Governor Umstead as successor to
Mr. Shuford as Commissioner of Labor. Mr. Dwight Casey, Manager
Carolina Chapter National Electrical Contractors. Henry C. Sa^\yer,
Business agent for electrical workers Union No. 553, Durham, N. C.
and Lee Causey, Business Agent for Plumbers and Steamfitters Local
Union No. 640, Greensboro, N. C. All four of the new members are
strong advocators of apprenticeship training.
The Apprenticeship Council is now recognized as the sole regis-tration
authority for apprenticeship training in North Carolina in
connection with the National Defense Training Program, which in-
60 Biennial Report of the Department of Labor
eludes improvement of working skills and advanced workers' train-ing.
The Council works in close cooperation with other State and
Federal agencies in the advancement of this program. It also serves
as the certifying agency for registered apprenticeship training pro-grams
in connection with the deferment of apprentices from the draft
until their training has been completed. It is the approving agency
for all apprenticeable trades and occupations for veterans training
under Public Law 550 passed by the 82nd Congress.
At the beginning of the biennium it was thought that the fluctua-tion
in registered apprenticeship programs and registered apprentices
had leveled off and that the number of programs and apprentices in
training would remain on a constant level for the next few years. How-ever,
there has been a constant increase in both the registered appren-ticeship
training programs and apprentices training under these pro-grams.
The biennial report of June 30, 1952 gave a total of 2,514 active
apprenticeship training programs registered in the state with 2,965
apprentices training under these programs.
During the biennium 1952-1954 a total of 1,607 new programs
were approved and registered and 3,788 additional apprentices were
registered. A total of 438 programs were cancelled during the bien-nium.
A total of 1,152 apprentices completed their training; 108 were
suspended for the duration of their military service; and 1,926 regis-trations
were cancelled. The large number of cancellations was due
to the refusal of veterans to complete their training after their G.I.
subsistence benefits had been exhausted.
COMPLETIONS
The 1,152 apprentices who completed their training during the
biennium were awarded their Certificates of Completion. These ap-prentices
have now taken their places as skilled craftsmen in the in-dustries
of the State. As of June 30, 1954 a total of 2,679 apprentices
had received Certificates of Completion since the beginning of the
State apprenticeship training program. Tables 23 and 24 present in
detail the distribution of these former apprentices by industry and
by occupational groups.
Our records indicate that there will be 600 or more apprentices
completing their training each year through 1956.
Other on-the-job training programs: Dining the biennium 161
training programs for other on-the-job training programs were ap-
Biennial Report of the Department of Labor 61
proved and certified to the Veterans Administration for training vet-erans
under tlie provisions of Public Law 550 in occupations that
were not apprenticeable but Avere component parts of apprenticeable
trades. The veterans trained under these programs in most cases ^vill
become production line workers in industries of the state.
The skilled labor market in most sections of the State continues
to sho\v a shortage of skilled workers and craftsmen. This fact indicates
that apprenticeship training must be further advanced in order to
meet the demands of the State's expanding industries.
TABLE 20
REGISTERED APPRENTICESHIP PROGRAMS, PARTICIPATING ESTABLISHMENTS,
AND APPRENTICES, BY TYPE OF PROGRAM
June 30, 1954
Type of Program*
All
types
Group
Joint Not^oint
Individual
Joint
Not-joint
No
Union
Union
Waiver
Programs, Total
Programs with no Apprentices
Programs having Apprentices _.
Establishments Participating in all Programs
Establishments Participating in Programs
having Apprentices ,
Apprentices, Total _
Apprentices per Program having Apprentices
Apprentices per EstabHshment in Programs
having Apprentices
1849
1S39
3960
2103
35S2
1.9
29
2
27
265
255
504
18.7
l.S
3636
1841
1795
3636
1795
2936
1.6
1.6
3.0
3.0
*Group joint More than one establishment participating, and a joint committee of labor and management
to effectuate the over-all program.
Group not-jomt More than one estabhshment participating, but the program affectuated by representatives
of one party only.
Individual joint One establishment only, with joint representation ol management and organized labor to effec-tuate
the over-all program.
Individual not-joint (No union) one establishment only, but the program effectuated by management only, because
of the absence of an interested union.
Individual not-joint (Union waiver) one establishment only, but the program effectuated by management only,
because union has waived participation.
62 Biennial Report of the Department of Labor
TABLE 21
REGISTERED PROGRAM—OCCUPATIONS, AND EXPECTED COMPLETION DATE OF
REGISTERED APPRENTICES, BY OCCUPATION GROUP
June 30, 1954
OCCUPATION GROUP
Occu-pation
Group
Code
(1)
Prog
Occups
Per
Occup-
Group
(2)
All Ex-pected
Com-ple-tions
Expected Completion Date
Before
1954 1958 1959 1960
349 3fi 12
2
1 2
1
26
3
4
4,5 fi
1
38
12
2
20
1
1
82
3
38 1
18 If) 10
4 2
1
i: 8 2
2
5
1 n
9
7
2
2
2
All Occupation Groups
Commercial Artist
Draftsman __
Laboratory Technician _ __
Photographer -_ -
Cook (Except Private Family)
Barber, Beautician —.
Technical and Persona! Service
(N.E.C.)
Brick, Stone, Tile Layer
Carpenter
Cement Finisher
Painter (Construction)
Plasterer
Plumber, Pipefitter
Roofer, Slater --
Construction Occupations (N. E. C.)
Electrician (Not Construction)
Electrician (Construction)
Machinist
Tool Maker, Die Sinker
Polisher, Buffer (Metal)
Machine Shop (N. E. C.)
.leweler , Watchmaker
Engraver
Sheet Metal Worker
Molder
Foundry Worker (N. E. C.)
Boilermaker
Structural Iron Worker
Metal Working Occupations
(N.E.C).
Auto Mechanic and Repairman
Millwright
Railroad Mechanic and Repairman,
Airplane Mechanic and Repairman __
Mechanic and Repairman (N. E. C.)
Compositor, Typesetter
Electrotypcr, Stereoiyper
Lithographer
Photocngraver
Pressman (Printing)
Printing, Publishing (N. E. C.),...
Stationary Engineer _
Hoistman , Craneman
Glazier
Miscellaneous Occupations
(N. E. C.)
Powerhouse Operator
Lineman __
Meatcutter (Excluding
Slaughterhouse) _ _
Nonmanutacturing (N. E. C.)
Baker
Loomfixer
Furrier
Milliner
Dressmaker
Tailor.
Cabinetmaker
Millman
Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder.
Painter (Not Construction')
Pattern Maker (Not Paper)
Manufacturing (Dccups. (N. E. C.)..
4895
5
1
76
210
291
22
113
62
382
4
60
11
323
137
6
10
13
188
21
1
1
13
13
1575
6
1
6
410
130
8
10
143
31
1
17
fi
1
75
55
8
I
170
17
70
8
16
26
12
7
55
3o82
1
6
2
2
63
141
269
6
46
70
339
1
70
8
485
128
9
10
1
174
g
1
11
5
793
4
1
1
274
118
14
7
103
19
10
3
61
51
30
6
12
1
86
48
6
23
14
3
40
172
23
19
1
5
16
25
4
36
2
1
8
2
7
n
3
6
3
2
1
]
5
1
1
1157
1
3
1
12
17
68
1
15
3
96
19
5
131
57
3
2
60
2
iPor content sec Table 6.
^Program—occupation is an occupation in a program. Because some programs include more than one occupation
total program-occupations exceed total program.
Biennial Report of the Department of Labor 63
TABLE 22
JOURNEYMEN EMPLOYED, AND ESTIMATED POTENTIAL APPRENTICES, BY OCCUPATION GROUP,
IN PROGRAMS CURRENTLY REGISTERED AND REPORTED TO THE BUREAU OF APPRENTICESHIP.
OCCUPATION GROUP'
All Occupation Groups
Commercial Artist —
Draftsman
Laboratory Technician
Photographer __
Cook (Except Private Family)
Barber, Beautician
Technical and Personal Service (N. E. C).
Brick, Stone, Tile Layer
Carpenter
Cement Finisher
Painter (Construction)
Plasterer
Plumber, Pipefitter _
Roofer, Slater
Construction Occupations (N. E. C.)
Electrician (Not Construction)
Electrician (Construction )
Machinist
Tool Maker, Die Sinker
Polisher, Buffer (Metal)
Machine Shop (N. E. C.)
Jeweler, Watchmaker _ __
Engraver
Sheet Metal Worker
Molder
Foundry Worker (N. E. C.)
Boilermaker
Structural Iron Worker
Metal Working Occupations (N. E. C.)
Auto Mechanic and Repairman _
Millwright
Railroad Mechanic and Repairman
Airplane Mechanic and Repairman
Mechanic and Repairman (N. E. C.)
Compositor, Typesetter
Electroty per, Stereoty per
Lithographer
Photoengraver
Pressman ' Printing)
Printing, Publishing (N. E. C.)
Stationary Engineer
Hoistman , Craneman
Glazier
Miscellaneous Occupations (N. E. C.)
Powerhouse Operator
Lineman -_
Meatcutter (Excluding Slaughterhouse)...
Nonmanufacturing (N. E. C.)
Baker __
Loomfixer
Furrier
Milliner
Dressmaker
Tailor
Cabinetmaker
Millman
Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder
Painter (Not Construction)
P .ttern Maker (Not Paper)
Manufacturing Occupations (N. E. C.)—
Occup.
Group
Code
0!
02
03
04
05
06
09
11
12
13
14
15
16
17
19
21
22
26
27
28
29
31
32
%S
34
35
36
37
39
41
46
47
48
49
51
52
53
54
55
59
61
62
63
69
71
72
73
79
81
82
83
84
85
86
87
88
91
92
93
94
95
96
Estimated
Journey-men
27,784
6
36
9
15
3
288
1,678
4,348
719
576
2,148
36
398
87
1,631
921
26
48
39
1,108
135
3
3
81
43
6,279
94
3
38
1,740
782
52
34
545
117
25
59
30
15
1,003
265
169
32
87
3
674
63
304
24
160
Apprentices
Actual
48
21
361
3,582
1
6
2
2
63
141
46
70
.339
1
70
8
485
128
9
10
1
174
6
1
11
5
793
4
1
1
274
118
14
7
103
19
10
3
61
51
30
6
12
1
86
48
6
23
14
3
40
Estimated
Potential
Ratio
Actual
Poten-tial
18,250
6
36
9
15
3
236
941
1,746
110
383
294
1,549
16
255
57
1,202
561
22
48
39
735
88
3
3
47
43
5,072
37
3
26
1,355
458
36
34
437
101
51
22
7
443
234
169
24
29
3
538
59
232
24
71
78
36
21
196
7.8
6.0
6.0
4.5
7.5
4.6
11.9
16.2
47.7
15.6
8.2
6.3
36.0
5.7
10.9
3.4
7.2
2.9
4.8
39.0
6.4
22.5
3.0
7.4
8.6
7.9
23.5
3.0
38.0
6.4
6.6
3.7
4.9
5.3
6.2
5.9
10.0
16.4
5.2
5.6
5.3
7.3
3.0
7.8
6.3
4.0
7.0
6.1
16.0
9.0
1.5
1.0
1.0
1.0
1.0
1.0
1.2
1.8
2.5
2.6
1.9
2.0
1.4
2.3
1.6
1.5
1.4
1.6
1.2
1.0
1.0
1.5
1.5
1.0
1.0
1.7
1.0
1.2
2.5
1.0
1.5
1.3
1.7
1.4
1.0
1.2
1.2
3.6
1.2
1.4
2.1
2.3
1.1
1.0
1.3
3.0
1.0
1.3
1.1
1.3
1.0
2.3
1.1
1.3
1.0
1.8
'For definitions see Table G footnote^.
64 Biennial Report of the Department of Labor
TABLE 23
ALL APPRENTICES COMPLETED BY INDUSTRIAL GROUP
JULY 1, 1952 -JUNE 30, 1954
, , _ Industry Number of
Industry Groups Group Apprentices
All Industry Groups 1152
Construction 1 552
Wood Products Mfg 2 45
Machinei7 Mfg 3 43
Metal Products Mfg 4
Auto Repair Services 5 270
Other Repair Services 6 5
Building Supplies Retail 7
Printing 8 92
Food Prepaiation 9 3
Personal Services 8
Manufacturing N. E. C X 25
Non-Manufacturing N. E. C R 4
TABLE 24
APPRENTICES COMPLETED BY OCCUPATION GROUP
July 1, 1952—June 30, 1954
Occupation Group
Occup.
Group
Code
No. of
Appren-tices
Occupation Group
Occup.
Group
Code
No. of
Appren-tices
All Occupation Groups 1152
1
8
85
111
17
48
171
19
2
116
41
3
1
1
78
3
1
6
227
46
47
48
49
51
52
53
54
55
59
61
62
63
69
71
72
73
79
81
82
83
84
85
86
87
88
91
92
93
94
95
96
99
Commercial Artist.. 01
02
03
04
05
06
09
11
12
13
14
15
16
17
19
21
22
26
27
28
29
31
32
33
34
35
36
37
39
41
Raih-oad Mechanic and Repairman
Airplane Mechanic and Repairman
Mechanic and Repairman
(N. E. C.)
Draftsman .
Laboratory Technician.
.
Photographer... . 43
Cook (Except Private Family)
Barber, Beautician ...
Compositor, Typesetter 39
Technical and Personal Service
(N. E. C.) 4
Brick, Stone, Tile Layer 42
Carpenter Printing, Publishing (N. E. C.)..._ 5
Cement Finisher
Painter (Construction)
Plasterer 5
Plumber, Pipefitter Miscellaneous Occupations
Roofer, Slater . (N. E. C.) 1
Construction Occupations (N. E. C.)
Electrician (Not Construction) Lineman . . . 3
Electrician (Construction). . Meatcutter (Excluding
Machinist.. ... 2
Tool Maker, Die Sinker Nonmanufacturing (N. E. C.)
Baker
3
Polisher, Buffer (Metal) . 1
Machine Shop (N. E. C.)
Jeweler, Watchmaker .. ._
Engraver... . Milliner
Sheet Metal Worker
Molder Tailor
Foundry Worker (N. E. C.) Cabinetmaker ... 24
Boilermaker 6
Structural Iron Worker Upholsterer
Shoe Repairman
Stonecutter
Optician, Lens Grinder...
10
Metal Working Occupations
(N. E. C.) 17
Auto Mechanic and Repairman 1
Painter (Not Construction)
Pattern Maker (Not Paper)
Manufacturing Occupations
(N. E. C.)
1
6
Biennial Report of the Department of Labor 65
BUREAU OF LABOR FOR THE DEAF
J. M. Vestal, Chief
As I RESPECTFULLY submit this, my eleventh
biennial report, covering the period from
July 1, 1952 to June 30, 1954, I do so with
a spirit of optimism and an attitude of
satisfaction. Information which may not
appear herein may be obtained in our
previous reports. A glance at all of our
reports will show that we have made steady
M Wftmim progiess in every respect. Detailed refer-
^^K^^Ik|VVta|^^ ences outlining the purpose of this Bureau
lll^^^k ^^V VHH| as one of the divisions in the Department
aHHSk JBkl^H of Labor can be found in Section 7312 (j)
J. M. Vestal of the Consolidated Statutes of North Caro-lina.
In our efforts to follow the specified
duties we have run into increased problems which did not exist when
our division was set up but our major aim remains the same—that
of helping our deaf citizens secure gainful employment through
which they may become an asset to the State instead of a liability.
With two full-time employees, the chief and his secretary, this
Bureau continues to carry on an active campaign against unemploy-ment
among the group it serves. New trades resulting from mechanical
changes have not diminished the scope of our responsibilities, and
modern changes for improvements in this and future ages present
difficulties for us. We are confident, however, that with this Bureau
standing out as a clearing house our deaf will receive something more
than referral cards and letters of recommendations.
Excellent records with regard to absenteeism, tardiness and turn-over
still sustain our statement that it is good business to hire the
deaf. We have just checked our file from July 1, 1933 to June 30,
1954, and find that we have no record of any deaf person getting
killed while at work. Thirteen have been injured, largely due to
insufficient safety practice. On July 1, this year, Mr. Harvey Hopson,
a seventy-three-year old deaf man, retired after fifty-five years on the
same job, operating an electric paper cutter at the American Tobacco
Company in Durham. Mr. Hopson missed only six days of work
during all that time, being laid up at different times with a severe
cold. He came through all these years without injury, -^vhich fact
sets him up as one of the many safety motivated deaf employees.
66 Biennial Report of the Department of Labor
Our Bureau has kept in close touch with changes in the labor
market and, as a result, the labor situation oi our deaf citizens is at
its best. We are happy to report that in most instances we have been
successful in removing many barriers that prevented the deaf from
securing employment, and now it is our job to keep the barriers down
and destroy others that may come up.
With this report, I am presenting a table showing that in the
past biennium the Bureau registered 101 applicants. We placed 58
of these in jobs, and for various reasons 13 were cancelled, leaving
an active file of 30 to be carried over to the next bienniuni. Some
of these applicants have luifortunate limitations which will make it
necessary for them to vuidergo special training and progress through
experimental stages. That the deaf have stuck to their jobs and
given satisfactory service is evident because of the low turnover we
have had. This tenacity and devotion to duty has so far, enabled us
to make placements without encountering the difficulties we once
had to overcome.
By request, I have spoken twenty-three times this past biennium
at various conventions, banquets and special occasions—both to the
deaf and hearing groups. To the deaf I dealt with labor problems
and matters not clear to them, and to the hearing groups I spoke on
our program and gave information on matters about which they in-quired.
I also served as interpreter for officials in eleven cases
which involved deaf persons from other States who were violating
the Fund Raising Project Law by coming here to peddle without a
license or permit.
During the past biennium I made 93 official trips in this State,
covering 17,776 miles. Follow-up visits were made, checking up to
see if the placements were satisfactory to both the employer and the
employee. Contacts and interviews with employers and supervisors
concerning the possibility of employing additional deaf applicants
were made and inquiries were brought up about new job openings
in which the deaf might be employed. As usual, my field work has
been instrumental in the success we have had in making placements.
The employers have demonstrated a very cordial attitude towards
our groiq^ and have given them employment when conditions per-mitted.
Our educational program, started back in 1933, continues
to bring gratifying results.
With reference to the overall employment situation among oiu"
deaf citizens, on June 30, 1954, our file sho^vs that approximately 92
Biennial Report of the Department of Labor 67
jjer cent of them are employed. Those working in the manufacturing
plants earned an average Aveekly wage of $58.30. Those employed in
the printing trades earned an average weekly wage of $60.40. On daily
papers deaf linotype operators have a weekly average of $93.00. Our deaf
girls holding jobs as file clerks, typists, key-punch operators, address-ograph
and graphotype operators have earned an average of $195.00
per month. Our file sho^vs that from July 1, 1933 to June 30, 1954, we
have had 1,116 men and women to register with this Bureau seeking
\vork. Of this number we have placed 935 in gainful employment. De-ducting
the number placed from the number registered, we have a dif-ference
of 181, a majority of whom have married, left the State, died or
have been classified as unemployable. Needless to point out, those placed
in jobs have brought additional wealth to the State, both through
their productive abilities in action and from the taxes which they
have paid upon their income. We continue to have trouble with
room and house problems, especially for those offered jobs away
from home. This makes it impossible for us to place some of our
clients.
The best information we have been able to secure from other
States is that the labor situation among the deaf, in comparison with
that of our State, runs from 70 to 78 percent employed. We do not
have figures which -^vould make possible a realistic comparison, but
various school publications and other periodicals coming regularly
to us make references to the employment situation of their deaf and
\ve cite the above figures from this source. These other States do not
have agencies similar to ours.
It is with pardonable pride that I report the complimentary re-marks
made a year ago by t^vo deaf representatives from Canada.
These two men were on a survey tour in the United States, observing
the work being done for the deaf by various agencies. They spent
two days at our office and they were sho\vn and given information
concerning the function of our Bureau. When they left they con-gratulated
North Carolina and said that they had already covered
far more than half of the United States and that our set-up was the
best they had seen. They stated that they were very much encouraged
over having seen what they considered a model for starting an agency
in Canada.
In a nimrber of our previous reports we referred to organizations
and activities of the adult deaf in our State. With steady employment
at good wages, our deaf have been able to make progress in every
68 Biennial Report of the Department of Labor
way and broaden their avenues of activites. We have the North Caro-lina
Association of the Deaf, two divisions of the National Fraternal
Society of the Deaf, and the North Carolina Sunday School Association
of the Deaf. These organizations, along with this Bureau, are able to
give profitable services, either individually or collectively. Without
employment, the deaf would not have these channels of activities,
so they naturally feel proud and grateful for their progressive and
uplifting set-ups. Apparently, as the psalmist puts it, "Our lines
have fallen in pleasant places."
It is with profound gratitude that I repeat here